Diversity, inclusion and gender equality
The most significant and common issue we face as a Group is gender diversity. Demographic trends confirm the business case for this. As gender equality is embedded in the United Nations Guiding Principles on Business & Human Rights and in the United Nations Sustainable Development Goals (SDGs), the social and economic case for making it a priority is equally strong.
A range of gender related initiatives were undertaken in 2017, examples include:
- Introduced a requirement for executive search firms to provide 50% of female candidates in the longlist for senior level searches to strengthen our Women in Leadership pipeline;
- Organised the Annual CLP mentoring programme for female engineering students; and
- Continued our annual Group‐wide female engineering network event to broaden female engineers’ exposure and network.
In our 2017 independently administered Employee Opinion Survey, we asked 3,794 staff in Hong Kong, their opinions on whether CLP is committed to the fair treatment of all employees regardless of age, race, ethnic background, gender, religion, sexual orientation or disability. The percentage of staff who agreed or strongly agreed was 37 points above the Hong Kong norm.
We have also strengthened our efforts in attracting females to join the company. For example in India, special recruitment drives were conducted for hiring females as graduate engineer trainees, and half of the graduates hired were females.
In EnergyAustralia, following on from the commitment made in 2016 by the Managing Director, Catherine Tanna, to recruit female operators and apprentices, 6 female operators and 4 female apprentices were recruited into the Yallourn Power Station. More information on gender ratio of our graduate trainees and apprentices intakes, please see section on Building Capability.
As a proactive measure, we commissioned independent consultants to analyse gender pay equity in our Hong Kong workforce using the recently introduced UK disclosure methodology. We are pleased that the results of this confirmed there is no female gender pay gap, a significantly better result than the currently reported UK and Hong Kong averages.
On top of our efforts in driving gender diversity, EnergyAustralia also continued their focused diversity and inclusion program aimed at building an inclusive culture so that everyone can bring their whole selves to work and have a sense of belonging, with a key achievement of being awarded the most improved organisation in the Australian Workplace Equality Index as part of their focus in the lesbian, gay, bisexual, transgender and intersex (LGBTI) Community.
Read more about Board Diversity
Discrimination and harassment
Compared to the previous years, the relatively higher number of breaches in 2016 and 2017 reflected the improved identification and stricter enforcement of work place behaviour requirements.
With respect to complaints about discrimination and harassment, we have clear policies in place, supported by employee training. Our Group-wide Harassment policy sets a common framework of principles and our detailed policies in each country are fully compliant with local legislation.
In the case of any employee having concerns, we follow established procedures to address grievances. We investigate all complaints of discrimination and harassment. These procedures ensure fairness and independence in the investigation process, and respect for the confidentiality of the parties involved.
To demonstrate our commitment to a harassment and discrimination free work place, in 2017 over 160 managers and HR professionals in Hong Kong attended a training course in inclusive leadership delivered by independent consultants.