Plenary is committed to creating a respectful environment that values and celebrates workplace diversity and inclusion.
This aligns to our core value of diversity.
Attracting, retaining and developing the best infrastructure industry professionals is vital to Plenary’s future and we recognise that diversity and inclusion improve the performance of an organisation.
Our approach to workplace participation and diversity is underpinned by processes and policies that promote and support equal opportunity such as flexible working arrangements, recruitment practices, accessibility resources and facilities, codes of conduct, access to leave and ongoing development and career progression opportunities.
Key initiatives and programs in place in support of our diversity and inclusion commitments include:
Equal opportunity employer
Plenary is committed to a workplace free of discrimination on any protected grounds and is investigating ways it can further raise awareness of and support different genders, cultures, disability, Aboriginal and Torres Strait Islander Peoples, religions and the Lesbian, Gay, Bisexual, Transgender, and Intersex and Queer (LGBTIQ+) community within its workforce.
Gender balanced recruitment practices
We ensure our recruiters provide at least 50 per cent female candidates for any externally sourced role and that all interviewees are interviewed by at least one female throughout the process.
Flexible working arrangements
Most roles can be worked flexibly at Plenary, ensuring we are better able to meet the needs of our employees and clients.
Plenary is committed to supporting gender balance in external panels and speaking events, with Plenary staff committed to asking about the organiser’s efforts to ensure women are represented and declining to participate as presenter or speaker where this is not demonstrated.
Bias awareness training
To aid in addressing some of the impact of bias on recruitment, remuneration and career progression, we have committed to include bias awareness training within the professional development framework for all staff.
Plenary undertakes gender pay equity and pay gap analysis annually to monitor and seek to remove potential bias in pay, promotions and opportunities whenever remuneration and promotion decisions are made.
Plenary is committed to considering accessibility when selecting office accommodation and project offices and provides assistive technology to enable people with disabilities to be an active part of the workplace.
Plenary has initiatives and programs in place that support the physical, mental, and social wellbeing of our staff.
We also track and report our performance in accordance with the Workplace Gender Equality Act 2012, and publicly report to Workplace Gender Equality Agency annually.