Taking steps to #BeBoldForChange

8 Mar 2017

We are committed to a level playing field giving women and men the same chance to succeed as we know this hasn’t always been the case for women in our industry and society.

Lendlease

International Women’s Day (IWD) is a 100-year-old event that celebrates the social, economic, cultural and political achievements of women around the world. It’s also a day when people and companies alike join forces to promote gender parity. This year, the IWD organisers are asking us all to #BeBoldForChange.

A very important part of the Lendlease business – and one of our principles – is Diversity & Inclusion.

In Australia, Lendlease has again met the very high standard required to receive the Workplace Gender Equality Agency (WGEA) Employer of Choice for Gender Equality citation. One of only 106 organisations who were awarded this citation.
 
Our Group Chief Executive Officer and Managing Director, Steve McCann, has played a pivotal role in driving gender equality through his involvement in the Property Male Champions of Change, a group established by The Property Council of Australia in late 2014 to drive greater gender equality in the property industry and increase the number of women in leadership roles. 

Steve said, “Business leaders have an important role to play in significantly influencing the culture of their organisation. Visible and active leadership in promoting gender equity is key to the progress we are making.”

Achieving gender equity is one of the three global priority areas of our Diversity & Inclusion strategy. 
With 31 per cent of our employees women, and 19 per cent in senior executive positions, we still need to correct our gender balance and while this won’t happen overnight, we are making progress,” said Gina De George, Global Diversity & Inclusion Manager.
At Lendlease, gender equity means we allocate resources and make decisions about people fairly, without discriminating based on gender. 

How are we taking action for gender equity?

  • Setting gender targets at Graduate, Manager, and Executive levels. 
  • Introducing a range of benefits and policies including flexible ways of working, paid parental and partner leave, carers leave and other family benefits. 
  • Providing leadership development programs and professional networks for women.
  • Achieving pay parity by undertaking rigorous annual pay equity reviews; and, having a clear action plan to address gender pay gaps.
  • Adopting targets set by the Australian Institute of Company Directors (AICD) of 30 per cent of women Directors by the end of FY18 (currently 20 per cent of our Directors are women).