People
Women in leadership
In line with our Diversity & Inclusion strategy target, AGL has a clear aspiration for the proportion of females in AGL's senior leadership pipeline (SLP) to reach 40%. In FY24, we achieved 36%, an improvement on prior years. Recognising the large proportion of traditionally male-dominated vocations within AGL's workforce, specifically in the very stable workforce at our operational sites, AGL acknowledges that a 40:40:20 split for our overall SLP will take longer than three years to achieve. Underpinning the increase in the proportion of women in the SLP has been an improvement in the appointment rate. This reflects an ongoing focus on gender diversity and targeted recruitment activity.
For FY23 onwards, the Senior Leadership Pipeline refers to employees in Management Groups A, B and ELT (correlating to Hay Reference Levels 18 and above) in accordance with AGL’s Position Framework. Up to and including FY22, this also included AGL's Executive Team. |
The appointment rate reflects appointments to vacancies managed by the AGL recruitment team and is external appointments only. For FY24, the internal appointment rate was around 45% (FY23: 32%), again reflecting appointments to vacancies managed by the AGL recruitment team. |
Employees from Perth Energy (acquired during FY20) and Click Energy (acquired during FY21) are included from FY21. |
Employees from Southern Phone Company (acquired during FY20), Solgen and Epho (both acquired during FY21) are included in FY22. |
Data does not include employees from Energy360 (26 employees) (acquired during FY22), as they were not integrated into AGL's human resource systems as at 30 June 2024. |