Business performance
HSE
Workforce demographics 1 43% identify as culturally diverse 2 21% speak English as a second language (across over 50 languages) 56% of our people are parents and 14% have other caring responsibilities 13% live with a disability or ongoing medical condition 6% identify as LGBTQ+
Flexibility and families At Transurban, flexible working is the norm, not the exception. Our approach supports ways of working that enable optimal productivity and collaboration. It means our employees can balance work and home life regardless of gender, caring responsibilities, age and stage of life, or any other factor. 88% of our people believe they have the flexibility to manage work and other commitments and 91% are comfortable talking to their people leader about flexible work. Since 2021, our approach to support new parents includes 16 weeks paid leave, with no distinction between primary and secondary carer. This is available to employees regardless of an employee’s gender, carer status or length of service with Transurban. Additionally, employees on parental leave receive superannuation on both paid and unpaid leave for 52 weeks. In FY24, men accounted for 59% of all people who took parental leave. We also offer the option for employees to purchase lifestyle leave of up to six additional weeks to be used for any purpose – an option taken up by 14% of our people in FY24. We recognise the important role workplaces can play in supporting victims of family and domestic violence. We remain committed to providing a supportive environment for and prioritising the safety of any employee who may be impacted by family and domestic violence. We extend leave options to those who provide care or support to someone experiencing family and domestic violence. Our support includes family and domestic violence leave beyond the statutory 10 days – including discretionary uncapped leave, flexible work arrangements and expert support services from external providers.
Workplace health and safety approach Our HSE vision is to achieve zero life-changing injuries by providing healthy, safe and environmentally responsible places of work for employees, contractors, and visitors. Our continual focus on having a physically and psychologically safe workplace includes actions to reduce work-related injuries and to support non-work-related illness and injuries. Maintaining a strong HSE culture Our company-wide performance measures drive a positive safety culture. Alongside legislative training, our Health, Safety and Environment (HSE) action planning process plays an important role in building and maintaining our safety culture. All employees contribute to HSE action plans, designed to develop individual capability and accountability (96% of employees understand their role in creating a safe and healthy workplace). 1 Setting specific targets and role-relevant actions throughout the year help us maintain healthy and safe work environments and minimise our environmental impacts (83% of employees feel able to influence positive HSE outcomes). 1 HSE Action Plans and Training The core actions that contribute to individual HSE action plans can include attending expert panel talks and road safety events and engaging in team discussions on HSE and road safety. Our people must also include at least two bespoke actions aligned to their role, such as completing specific HSE
1 D ata derived from anonymous self-identification as a proportion of those who responded to the question in Our Voice 2024 2 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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