Aurizon is Australia’s largest rail-based transport business.
Our people are responsible for transporting more than 250 million tonnes of Australian commodities – connecting miners, primary producers and industry with international and domestic markets.
We are proud of the role we play as a supply chain partner for many of Australia’s strong export industries, which in turn strengthens our local communities and helps to grow regional Australia.
When it comes to inclusion, we continually challenge ourselves on how we create an inclusive environment that not only contributes to creating a high performing and inclusive culture, but one where each individual feels they can bring their whole selves to work. Inclusion is central to our values and reflective of who we are – we don’t just believe it’s good for business, we know it is.
Beyond that, we love seeing great ideas turned into action that makes a positive difference and has a real impact. These ideas and desire to build a balanced workforce is what has allowed us to increase the representation of women in our workforce from 11.6% in 2011 to approximately 21% as of 30 June 2019.
A Bold Initiative - Shared Care Parental Arrangements
A first for Australia, in 2016 Aurizon launched a bold new initiative to incentivise men to take on primary care of their child in the first year after birth.
A female Aurizon employee who returns to full time work in the first year after her child is born and whose partner has taken on full time care of their child in that period (and takes leave without pay from his employer to do so) receives 150% of her salary, also up to a maximum of 26 weeks.
For Aurizon male employees who take on primary care of their child for at least 13 weeks during their child’s first 12 months (while their partner returns to full time work) receives 50% of his salary while he is undertaking full time care of his child, up to a maximum of 26 weeks.
The ‘Shared Care’ paid partner leave can be accessed if one or both parents are Aurizon employees. It is inclusive of all families including same sex couples, single parents, birth parents and adoptive parents.
We are striving to make the most of the skills and experience of every individual in our workforce. We continue to build a more inclusive work environment by harnessing diversity of thought to be more creative, be better decision makers and safer operators.
We all know that gender has nothing to do with whether or not you can do the job and my peers at Pring have been very supportive and encouraging. There are quite a few female drivers, shunters and supervisors at the depot which is great to see. Aurizon is definitely making some great steps forward in gender equality in the workplace and I am grateful for the opportunity to be a part of that.
Tanya Sigmund, Locomotive Driver
As well as raising workforce representation of women, we continue to address issues underpinning gender inclusion, including our approach to closing the gender pay gap, and opening career pipelines via development initiatives, such as our mentor circles, which are now in their fifth year. We have also launched a Gender Balance Reference Group to not only create greater gender balance, but to also rollout initiatives that support female development.
Who am I? Catherine Whipps
Catherine joined Aurizon’s graduate program in 2012 as a Business Analyst. Over the years she has made the most of the development opportunities offered to her and now works as a Deployment Leader and leads a diverse team that is responsible for managing day of operations train scheduling.