We are committed to providing a diverse and inclusive workplace across all levels of our organisation.
As a business we acknowledge that broad employee diversity encourages innovation and different thought processes to help execute on overall business strategy. Pendal continues to review and develop policies and programs within our employment framework which encourages diversity. Specifically, Pendal (Australia) has three focus areas for these objectives.
These are: 1. Encourage the development of women in senior leadership positions 2. Support cultural diversity, and 3. Provide flexible work arrangements to employees.
Our Diversity Policy outlines our commitment to diversity.
Lodgement of Pendal’s 2015-16 Workplace Gender Equality Report
On 6 December 2012, the Equal Opportunity for Women in the Workplace Act 1999 was replaced by the Workplace Gender Equality Act 2012 (The WGEA Act). The WGEA Act focuses on promoting and improving gender equality and outcomes for both women and men in the workplace.
The Act introduced a reporting and compliance framework which all non-public sector employers with 100 or more employees must comply with. Each year, employers are required to report against the framework and submit a public report to the Workplace Gender Equality Agency (Agency). Under the Act, employers are now also required to notify, and make the report available to employees and shareholders.
On Friday 9 June 2017, Pendal lodged this year’s WGEA public report with the Agency. The focus of the Pendal report is on the number and percentage of females and males working across different levels of the organisation, namely Board, Key Management Personnel, Executive, Senior Manager, Manager and all other Employees by Profession.
To read more about the WGEA reporting requirements for non-public sector organisations, please refer to the Agency’s guidelines on this process via their website.