Embracing a diverse and inclusive culture

True to our Guiding Principles, we are humble and act with moral and intellectual integrity, keep our word, treat everyone with respect, support our colleagues, and embrace diversity.

On our journey to becoming one of the best consultancies in the world, we are equipping our leaders in all regions and cultures with strategic understanding and management skills to celebrate and maximise the diversity we have in our workforce.
Guy Templeton President and CEO

Our Approach

We are a diverse people business, proud to be working for a wide variety of clients. We are committed to building an inclusive culture that respects and maximises the contribution of all our employees.

 

Our intent is to:

  • Ensure fair and equal treatment of employees
  • Embed a culture of diversity and inclusion globally
  • Provide employees with the best opportunities to fulfill their potential
  • Respect and protect human rights of employees and contractors

 

A Global Diversity and Inclusion Policy governs our approach, and Regional Diversity Committees have been established in the majority of our principal operating regions.

 


Gender Balance

Our focus on achieving an increased gender balance in our workforce is shared by many of our clients who also seek equal opportunities for women and men. Over the last two years, efforts have been made to define and implement an action toward greater gender balance at WSP.

 

In 2017, we retained the services of a leading global consultancy firm focused on gender balance to help equip our leaders across our regions with a strategic understanding and the management skills required to support gender balance.

 

Throughout 2017 and 2018, strategic sessions were held for our leaders to build, debate and own the business case for gender balance, share and discuss the current situation to understand and define it, as well as raise awareness on how to achieve sustainable improvements in gender balance in leadership.

 

In 2018, our global President and CEO, Alexandre L’Heureux became a member of the 30% Club Canada, showing our support and fully acknowledging that it is good business practice to have women holding 30% of leadership roles and board member seats. As a member, we aspire to reach this goal by the end of 2022 and anticipate that this change at the leadership level will support the advancement of gender balance throughout the organisation.

 

WSP also joined Catalyst in 2018, a global non-profit working with some of the world’s most powerful CEOs and leading companies to help build workplaces that work for women. As a global member, WSP has access to tools, guides, online courses, training and other services to accelerate and advance women in leadership.

 

Today, our focus toward gender balance is even stronger as per our 2019-2021 Global Strategic Plan and our 2019-2021 ANZ Strategic Plan. Our global senior leadership team is intent on attaining 30% of women in senior and middle management positions by 2021. In Australia, we have already achieved this.

 

Here are some comments about gender balance from Guy Templeton, our President & CEO ANZ:

 

 

 

Read more in our 2018 Sustainability Report.

 

It’s well known that women are underrepresented in our industry. As part of our ongoing work to achieving greater gender balance, we are changing the conditions, cultures and mindsets to enable both women and men to contribute and advance equally at WSP.
Guy Templeton President and CEO

Current Programs

  • Parental leave entitlements for Australia have been enhanced to provide added benefits.
  • Flexible work options enable our people to balance work and life successfully.
  • Membership at the Diversity Council of Australia helps us contribute to the broader agenda.
  • Involvement in gender diversity advocacy programs with industry associations such as Engineers Australia, Engineers New Zealand, Property Council of Australia, Property Council of New Zealand and The National Association of Women in Construction (NAWIC).
  • WSP Women in Engineering' scholarships at the University of Queensland ($8,000) and University of New South Wales ($10,000).
  • Support and encouragement to participate in leading industry award programs such as the NAWIC Awards.
  • Launched our VIBE group nationally supporting LBGT+. Short for Visibility and Inclusion in the Built Environment (VIBE), the group stands to enhance the firm’s inclusive and empowering culture in support of the Lesbian, Gay, Bisexual, Transgender and other sexual and gender minority (LGBT+) communities.
  • Indigenous participation through the acknowledgement of the Aboriginal and Torres Strait Islander peoples as the traditional owners and custodians of this land. This is achieved through our Reconciliation Action Plan (RAP) which was established in 2010; support of the Uluru Statement from the Heart; our involvement in the Science and Infrastructure Development (SID) School to address the under-representation of Indigenous Australians in STEM industries; and other initiatives including hiring Indigenous people through our Indigenous Cadetship Program in South Australia. We also support Indigenous-owned businesses through our strategic relationship agreement with the Indigenous Defence Consortium (IDC).
  • International Women’s Day (IWD) – For many years now, we have supported International Women’s Day both at a local and global level. As part of our efforts, a range of events are held on the day to celebrate the social, economic, cultural and political achievements of women. To commemorate this year’s IWD on 8 March 2019, many of our people made pledges for parity and joined the #BalanceforBetter campaign.
     

 

Pay Parity

Every year, we review our people’s salaries to reduce the gender pay gap and are committed to ensuring that new employees are paid equally, regardless of gender. This is an ongoing body of work which we will continue to undertake as our workforce is dynamic.