Energetics is committed to creating a safe and stimulating workplace. We have developed employee programs and human resource policies to ensure that embrace diversity, wellbeing, learning and development, and flexible working arrangements. Energetics considers that one of its greatest achievements is our pursuit of flexibility for employees. We offer part time roles, and our people have combined their work responsibilities with parenting, study and other personal commitments such as volunteering activities. Approximately 30% of all staff have formal flexible arrangements.
Our parental leave policies provide for additional leave above standard government entitlements. The amount given is based on whether the employee is a primary or secondary care giver, with an upper limit of 10 weeks of fully paid leave. All permanent and contract staff are given salary continuance insurance.
Training and development
We run a mentoring program for all staff who occupy the grade of Manager and below. Our mentors are all senior and highly experienced in both Energetics and the industry. This program offers less experienced members of the Energetics' team the time to think about their personal progress and development, as well as an informal forum to ask questions about how to plan and reach their goals. Our mentors have the opportunity to improve their leaderships abilities. The Mentor Program has proven to be one of our most successful development initiatives with positive feedback from mentors and mentees alike.
Staff are allocated up to 80 hours per year for personal development. Typically this is divided in two, with half being at the direction of Energetics and the other pursued at the discretion of the individual. Examples of significant training provided in recent times includes capital investment decisions for non-finance managers and multi- year business development training and coaching. We also run lunchtime Professional Development sessions where a subject matter expert presents a one hour session on a topic of their choice.
Our annual employee opinion survey is a key tool to help us understand how well our business is supporting our employees to achieve both our broad business objectives and their individual career goals.
Some 62% of Energetics' staff are Australian born and 38% are born overseas. We require that our recruiter sends through a candidate pool that is, as a minimum, representative of the gender mix of the tertiary background that we are seeking. All staff are required to complete Equal Employment Opportunity (EEO) and Anti-bullying training via an online delivery platform. Further support is provided with EEO contact officers trained and appointed in each office.
Workplace Gender Equality Act (WGEA)
The Workplace Gender Equality Act (2012) and the Workplace Gender Equality Agency (WGEA) is focussed on “promoting and improving gender equality in the workplace”. WGEA requires businesses with over 100 employees to submit a report each year describing their initiatives.
While Energetics is below this threshold, we are an equal opportunity employer and lodge public reports with the Agency. Below are the Energetics reports to date:
2019-20 WGEA ReportIssued: July 2020
2018-19 WGEA ReportIssued: August 2019
2016-17 WGEA reportIssued: July 2016
2015-16 WGEA reportIssued: July 2015
2014-15 WGEA reportIssued: July 2014
2013-14 WGEA reportIssued: July 2013