Fairness and equity make great team mates – UGL’s commitment
UGL, as part of CIMIC Group, and along with its other companies - CPB Contractors, Leighton Asia, Broad, Thiess, Sedgman, Pacific Partnerships and EIC Activities, are committed to eliminating the gender pay gap and will continue working with WGEA to share insights, learn more and be part of positive change in our infrastructure, project development, mining and services industries.
CIMIC Group has more than 50,000 people working in 20 countries across multiple and varied projects and businesses. Our commitment is to support all of our people to build a safe, rewarding and fulfilling career with us as we build a sustainable, long-term future together.
We’re taking a holistic approach to gender and pay equity, looking at our processes, systems and structures, and challenging and engaging our people on the underlying reasons for inequality.
The Group has been undertaking formal pay equity reviews since 2013. Where unexplained pay gaps were identified, and women were paid less than males for equivalent roles, skills and experience, we increased their remuneration to address the gap.
Fairness in our workplaces is key to building diverse and inclusive teams at UGL. I am proud to be leading change as a Pay Equity Ambassador with Australia’s Workplace Gender Equality Agency.”
Jason Spears, Managing Director UGL
We have ensured there is a heightened awareness of this matter with our leaders and revised processes and practices to ensure gender pay equity is considered in all decisions around pay. Supporting this, in the last year, we designed and implemented a proprietary tool that enables our operating companies to conduct pay equity assessments at any time, improving transparency and the timely identification and correction of any pay gaps.
We have introduced unconscious bias training to support equal employment opportunity, as well as using anti-discrimination, bullying and harassment training to raise awareness, set our standards and empower our people to reach their full potential in positive work environments.
We’re also taking steps to employ more women and we’re seeing change in our trades, the technical and professional fields, as well as in our graduate program where we have higher than the industry average for participation with 24% women.
Congratulations to WGEA for releasing Australia’s fifth year of gender reporting data. Current information on the gender pay gap, women’s representation in leadership and emerging trends in employer action is of vital interest and key to progressing pay equity and equality of opportunity.