Business performance
Diversity, equity and inclusion The successful delivery of our strategy requires talented, diverse teams who can understand the perspectives of our broad range of stakeholders. We are striving to build a workforce that reflects the customers we serve and the communities where we operate. Our unique combination of diverse perspectives, experience, expertise and backgrounds is a strategic driver of innovation and growth and strengthens our ability to deliver value for all our stakeholders.
Progressing reconciliation Our vision for reconciliation is one where we walk alongside First Nations peoples to achieve equitable access to social mobility, employment and business opportunities. Our Innovate Reconciliation Action Plan (RAP) 2023–2025 guides our efforts. In FY24, we established our First Nations employment strategy. This strategy aims to enhance employment outcomes for First Nations people in our direct and indirect workforces, and through community partnerships. Having a workforce that includes First Nations people means we must listen to First Nations’ perspectives if we are to achieve our reconciliation vision. We have appointed a First Nations Program Manager into our first identified role – an important step in ensuring our reconciliation efforts are First Nations-led. In the context of the Australian referendum on the Voice to Parliament, we supported our people to increase their cultural understanding through learning opportunities and discussions, including National Reconciliation Week and NAIDOC Week activities. We focused on equipping our Australian workforce with information to support their referendum decision, including understanding the Uluru Statement from the Heart. We also established a RAP Employee Network, with more than 30 employees joining. The group meets bi-monthly to discuss opportunities to progress reconciliation at a team and individual level, and to learn about First Nations culture, history and communities through open discussions. Our Voice 2024 Diversity and Inclusion metrics 81% I feel like I belong at Transurban 86% People from all backgrounds have equal opportunities to succeed at TU 88% Transurban values all types of diversity
Everyone belongs We know that when everyone belongs, everyone benefits. We support and engage our diverse workforce through inclusive policies, team and leadership practices, communication and ongoing education. We monitor employee experiences across demographic groups to ensure we maintain working environments where everyone can thrive. Throughout the year we encouraged leaders, teams and individuals to explore how they can contribute to equity and inclusion. We leveraged targeted ‘recognition’ days and weeks to raise awareness and prompt conversation and learning. In March, over 800 people joined our annual Spotlight on Belonging month events recognising International Women’s Day and the International Day for the Elimination of Racial Discrimination. This year we established a Pride@TU Committee to lead the actions of our Pride Network. We launched the new committee at a ‘Wear It Purple Day’ event, where our employees shared their stories of lived LGBTQ+ community experience and welcomed over 200 attendees. In FY24, we enhanced our recruitment approach and careers information to ensure people from all backgrounds feel welcome and attracted to a career at Transurban. This included increasing accessibility for people with disability and actions to attract and increase employment of First Nations people (see Progressing Reconciliation). Contributing to our community Our commitment to inclusion extends beyond our employees, and we know our people appreciate the opportunity to contribute meaningfully to the communities where we operate. This year we asked our people if they feel able to make a positive difference to the community, and the majority (85%) agreed. In FY24, 27% of employees took advantage of volunteering leave, up from 15% in 2023.
The diversity of our teams continues to increase, particularly our cultural diversity. In FY24, more employees than any previous year were born outside the country where they currently work (43%), speak English as a second language (21%), and have a culturally diverse background 1 (43%). We know that an inclusive, respectful and safe environment is key to engagement and enables people to contribute their best work and ideas. We strive to ensure equitable experiences and opportunities for all our employees, and prioritise our efforts in alignment with our strategy and the unique needs of our markets and operations. Our Diversity and Inclusion focus areas, objectives and success measures are discussed and agreed by the Transurban Board. Read more in our Corporate Governance Statement, transurban.com/corporate- governance-statement Increasing diversity in cyber Our Cyber team recognised that to represent the diversity of our customers and communities and better protect, solve for and engage with its stakeholders, it needed to enhance its team’s diversity. Through intentional focus since 2022, we have increased the representation of women in our Cyber team to 33%, surpassing the industry average of 17%. The team achieved this through: • broadening role and capability requirements and enabling more job-design flexibility • increasing the visibility of women working in cyber for our internal workforce and potential job candidates • investing in building the talent pipeline for our business and industry by partnering with Australian Women in Security Network.
1 M easure based on voluntary identification in the annual ‘Our Voice’ survey as South Asian, Southeast Asian, East Asian, Middle Eastern, Hispanic/Latinx, African-American, Pacific Islander, African, First Nations Australian or two or more ethnicities
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