Ergon Energy is committed to being an employer of choice and our diversity program forms part of this commitment.
What diversity means to us
We recognise and value the unique contribution people make because of their individual and different skills, experiences and perspectives.
We see the key to managing diversity is 'inclusion.' Inclusion is actively valuing a person or group's diversity and making them part of our success, by providing opportunities for their full participation at every work opportunity - regardless of differences such as: age, gender, physical or mental ability, culture and family responsibilities. Inclusion is also supported by our core value of respect.
Putting our Diversity principles into practice
The following guiding principles underpin Ergon Energy's approach to Diversity:
Principle 1
Ergon Energy is committed to attracting and recruiting a workforce that is representative of its customer base and Queensland's population through increasing the diversity of the applicant pool and creating a recruitment strategy that is attractive to applicants from under-represented groups.
We do this by:
Ensuring our recruitment and selection processes do not discriminate or present unnecessary barriers to particular groups.
Creating employment opportunities to support under-represented groups.
Principle 2
Ergon Energy is committed to retaining a workforce which is representative of Ergon Energy's customer base and Queensland's population by creating an authentic inclusive culture which supports employees and includes flexible work choices.
We do this by:
Providing flexible work choices that assist people to manage their diverse personal circumstances.
Providing support programs, such as mentor schemes and networks, for under- represented groups.
Providing an inclusive culture and educating our employees about the values of professionalism, integrity, respect, innovation and teamwork, and the behaviours we do not tolerate.
Principle 3
Given the high number of employees who are due to retire in coming years, Ergon Energy is committed to creating exit strategies that provide flexibility, transfer of knowledge and support employees in making the transition to retirement.
We do this by:
Providing career-transitioning for mature-age workers and career paths and development opportunities for the next generations.
Implementing flexible work arrangements to assist in retaining the skills and experience of our employees.
Principle 4
Ergon Energy is committed to enhancing our Corporate Social Responsibility through regional community engagement and support.
We do this by:
Incorporating diversity into our business practices to improve the quality of life for our workforce, their families, communities and society at large.
Develop and maintain strong working relationships with key stakeholders and service providers.
Partnering with like minded organisations, we will develop pre-employment training, mentoring and coaching for under-represented groups.
An Apprentice program tailored to attract and support Indigenous Australians.
A targeted program to attract, support and encourage women to consider middle and senior management roles.
We have women working in a range of non-traditional roles and are implementing programs to support career paths and development opportunities for women seeking work in these areas.
Our workforce reflects a range of ages. We provide flexible work options to support the broad range of life circumstances. We welcome the experience that mature-age workers bring and offer graduate/entry level programs to support those starting out in the workforce.
Regardless of culture or background, we welcome candidates who meet our job requirements and as a result have filled roles with people from overseas who have English as a second language.
