Goodman

Goodman Group Securityholder Review 2013

Strength in numbers

Diversity

The Group’s diversity strategy comprises various initiatives which are designed to enhance career development opportunities and reduce barriers to increased workplace participation for all employees. In particular, gender diversity has been a significant focus area for 2013.

The Group’s expanded geographical footprint gives rise to significant diversity considerations which relate to employees, customers and investors. The Group strives to ensure that interactions with key external stakeholders and employees reflect appropriate cultural sensitivities.

The Group’s diversity strategy comprises various initiatives which are designed to enhance career development opportunities and reduce barriers to increased workplace participation for all employees. In particular, gender diversity has been a significant focus area for 2013.

The initiatives that occurred in 2013, or are ongoing in 2014 include:

  • the Future+Women programme which was again conducted in Australia in 2013, consisted of a series of workshops and sessions that are open to all female employees. In 2014, the programme will be expanded.
  • in 2013, The Good+Future middle management development programme continued to provide managers with theoretical and practical instruction on team management, strategy development and personal presentation skills. The programme has been particularly well represented by female employees. It has been a successful programme for Goodman by developing leadership skills and generating new ideas and plans with positive commercial outcomes for the business.
  • Group policies, such as the Group’s Code of Conduct, were upgraded in FY13 to reinforce the importance of diversity and inclusion in all workplaces around the world, and to ensure employees are aware that all forms of harassment and discrimination are prohibited. The Code of Conduct is one core compliance policy of the Group intended to build an inclusive workplace that values the diversity of our customer and investor base.
  • human resource policies in Australia and New Zealand have been upgraded to ensure continuing relevance with legislation. In Australia, paid parental leave entitlements have been standardised to ensure ease of understanding. Coaching sessions are available for employees returning from parental leave to help in the transition back to work, together with a specific programme that encourages employees to remain in contact with the workplace whilst on leave.
  • the Group recognises that diversity is multi-faceted and accordingly has involvement in indigenous employment issues, and also considers how building and interior design aspects should reflect the needs of individuals with disabilities.

Information on the Group’s support in the community and the affinity of this with diversity is outlined in the next section of this online Securityholder Review.