Women in leadership
AGL Energy has a clear aspiration for the proportion of females in AGL Energy's senior leadership pipeline (SLP) to reach 50%. In FY21, we achieved 36%, a lower result than in prior years. A significant proportion of the workforce at AGL Energy is weighted to traditionally male-dominated vocations, specifically in the very stable workforce at our operational sites. When these roles are excluded, the representation of females in senior leadership roles increases to 43%. AGL Energy acknowledges that a 50/50 split for our overall SLP will take longer than three years to achieve.
Senior Leadership Pipeline refers to employees in Management Groups A, B, ELT and ET, in accordance with AGL Energy’s Position Framework.
The appointment reflects appointments to vacancies managed by the AGL Energy recruitment team and is external appointments only. For FY21, the internal appointment rate was around 38% (FY20: 54%), again reflecting appointments to vacancies managed by the AGL Energy recruitment team.
With the implementation of Workday Human Resources Information System in FY19, the AGL Energy Position Framework was refreshed with Hay Reference Levels replacing AGL Energy work levels, and the adoption of an overarching management level structure. Under the new structure, the former Senior Leadership Pipeline definition of 'Level 12 roles and above' used up to and including FY18 directly correlates with Hay Reference Levels 18 and above, which are encapsulated in Management Groups A, B, ELT and ET.
Employees from Perth Energy (acquired during FY20) and Click Energy (acquired during FY21) are included from FY21.
Data does not include employees from Solgen (73) or Epho (28), as they were not fully integrated into AGL Energy's human resource systems as at 30 June 2021.
FY21 data does not include Southern Phone Company’s 276 employees as they do not use AGL Energy's job sizing methodology to enable inclusion in the comparative Senior Leadership cohort.