Governance and risk
Directors' Report
Financial statements
Assurance statements
Security holder information
Introduction Business performance Stakeholders Sustainability
Contents
Belonging and wellbeing
Workplace health and safety
We know that a diverse workforce and an inclusive culture lead to better decision-making, stronger performance, and a more fulfilling workplace. In FY26, we continued to reiterate our commitment to diversity and inclusion across our organisation. We are proud to maintain our standing as a top-ranked global and Australian company for gender equality performance, having been ranked the number one company in Australia and number two globally by Equileap in 2026. We also maintained our commitment to eliminating the gender pay gap, ensuring equal pay in like-for-like roles with an average base salary gap of less than 1%. 1 See our Gender Pay Gap Context Statement on our website transurban.com/gender-pay-gap-context-statement Our success is dependent on people with a broad range of backgrounds who understand our stakeholders and bring fresh and creative thinking to create value for them. See Figure 21 for our workforce demographics. Our Respect at Work program requires all employees to fulfil annual learning obligations, and people leaders to have regular conversations with team members, about appropriate and respectful behaviour at work. Throughout the year, we also continued to promote resources available to our people, including the Employee Assistance Program which provides a range of support for managing work, health and life.
Whether in a traffic control room, on a project site, or in an office, we are committed to maintaining physically and psychologically safe environments for our employees, contractors, and visitors. We prioritise safety and wellbeing, equipping our teams with resources to support their mental and physical health, including gym memberships via Fitness Passport and Headspace, an evidence-based mental health app. In FY26, we updated our HSE Action Plan framework with clear priorities aligned to strategic business risks. The updated framework focuses on reducing complexity and raising quality of actions delivered. All employees are required to complete specific actions that support positive safety outcomes and engagement as part of their HSE Action Plans. The reviewed FY26 HSE Action Plan builds on our commitment to simplify and sharpen our HSE focus on managing business risk. Read more about our safety approach with our customers (page 25) and our business partners and suppliers (page 33).
Figure 20 â Our HSE performance, FY22âFY26 2
FY22
FY23
FY24
FY25
FY26
Employee injuries 2
0
0
0
0
0
HSE action plan completion rates
99 %
99 %
97 %
98 %
99 %
Figure 21 â Workforce demographics 3
Gender 4
Age
43% 57%
43% 57%
45% 55%
40% 60%
8.7% 70.5% 20.8%
Executive Committee (excl. CEO)
Board (incl. CEO)
Direct employees
Senior Management
1 Equileap, Gender Equality Report and Ranking - Developed Markets Edition, March 2026 2 Recordable injuries are work-related injuries resulting in a fatality, injuries requiring medical treatment (excluding first aid) or lost time injuries 3 In June 2026, Transurban sold its remaining 50% interest in the A25 concession. Canadian workforce has been excluded 4 Non-binary represents 0.2% of our direct employees.
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