Investa is at the forefront of the momentum for change towards gender equality in Australian workplaces.
The office specialist is today celebrating a significant milestone following its announcement as a 2019-20 WGEA Employer of Choice for Gender Equality (EOCGE).
Investa is one of only 119 organisations across Australia to be recognised by the Workplace Gender Equality Agency (WGEA) in this capacity.
Investa was assessed across a range of criteria including practices in leadership, learning and development, remuneration, flexible working, support for carers and parents, employee consultation, harassment and discrimination, as well as Investa’s influence on driving gender equality across the property sector more broadly.
Amy Wild, Group Executive People & Culture, explained that the WGEA certification is a significant achievement for the business following a commitment to elevate people development and further strengthen its inclusive culture in an ambitious five-year strategy released last year.
Key to Investa’s success in this space has been the strong engagement of employees from across the business in the organisation’s diversity and inclusion initiatives, creating a culture of ownership and shared accountability for progress..
“The WGEA certification provides further assurance to staff, customers, investors and other stakeholders that Investa is truly committed to achieving gender equality in Australian workplaces,” Ms Wild explained.
“As an industry leader, Investa is part of a movement showing other Australian businesses how to create a better and more equal future for both women and men. The WGEA acknowledgement is just the first step for us. At Investa, we know that providing a work environment where all of our people feel safe, respected and included leads to happier and more productive people. Happy people impact our bottom line. It’s a no-brainer.
“Investa remains firmly committed to driving further improvements in gender equality across our business. Some of our current priorities include improving access to and uptake of parental leave, carer’s leave and flexible working arrangements by our male team members; striving for better gender balance in both male and female dominated departments; and improving our support options for carers of elderly or disabled relatives,” she said.
Over the past 12 months Investa has prioritised the rollout of a number of new initiatives aimed at supporting its people including a revised Flexible Working policy and a revised Parental leave policy.
Investa’s Flexible Working policy includes 21 different flexible working options aimed at giving employees the opportunity to do things that are important to them.
“Our people come from a diverse range of backgrounds and each of us has different priorities and needs outside of work. We’ve worked hard to ensure that anyone at Investa can work flexibly, for any reason, with a range of flexible options designed to appeal to a wide variety of lifestyles and needs,” Ms Wild said.
“Whether it’s starting work later so they can enjoy an early morning surf; or supporting our millennials keen to explore the world by taking a gap year, we’re committed to making it work.
“Working parents also have the opportunity to purchase additional annual leave to help manage childcare responsibilities over the school holidays.”
Investa’s progressive parental leave policy also incorporates a range of benefits for Investa employees who plan to start - or add to - their families.
Amongst the range of market leading benefits on offer in addition to generous paid leave and childcare assistance is dedicated pre-natal leave, paid ‘special pregnancy leave’ to support employees who encounter complications or miscarriage and paid grandparent leave.
To see the full breakdown of recipients view here: https://www.wgea.gov.au/leading-practice/employers-of-choice/2020-eocge-citation-holders