Achieving the WGEA Employer of Choice for Gender Equality citation is part of WSP’s commitment to promoting inclusion, diversity, and equality, and includes a formal strategy to address gender equality, policies, and actions with a view to improving the gender pay gap, parental leave, domestic violence leave, and flexible working.
Commenting on WSP Australia’s latest recognition, Greg Kane, CEO said the pursuit of creating diverse, inclusive, and equitable working environments is crucial to long-term success.
“Embracing diverse perspectives and experiences is vital to shaping workplaces where our people feel engaged, included, and fairly represented,” said Kane.
“However, maintaining the status quo is not enough; to be industry-leading, we’re intent on raising the bar to elevate WSP as a place where people can bring their whole selves to work; where we have a direct influence on improving industry talent gaps; and where we’re fostering a workforce makeup that is more reflective of the world and communities in which we operate.”
He added: “This includes creating a workplace with a zero-tolerance approach to gender-based harassment and sexual harassment, and one where our managers genuinely create environments within their teams that support equality for all employees.”
As part of the commitment to equal pay, WSP has committed to eliminating the gender pay gap by conducting an annual analysis of the drivers inhibiting pay parity and following up on this by setting targets and identifying actions to close the gap. Additionally, the Australian Leadership Team have taken accountability to measuring progress annually and sharing feedback with employees to highlight actions that are being taken.
In July, paid parental leave at WSP was increased to 16 weeks for the primary carer and six weeks for the secondary carer, as well as introducing leave for fertility treatment.
WGEA CEO, Mary Wooldridge congratulated this year’s Employer of Choice Gender Equality (EOCGE) citation holders for their dedicated work to prioritise actions that address deep-rooted causes of gender inequality.
“The actions of EOCGE employers provide an example to others about how they can start improving gender equality in their workplace,” Wooldridge said.
Read more about Inclusion and Belonging at WSP.
