People
Attrition by tenure
Attrition trends remain relatively constant, with decreases in the '0-6 months' cohort offset by increases in male and female attrition in the '2-10 year' cohort. This is indicative of more experienced individuals leveraging the changing organisational environment and increased external job opportunities to seek new roles external to AGL.
Notes
Calculated based on the total number of departures per FTE (full-time equivalent) over the full year.
Attrition is a voluntary (employee initiated) exit, whereas turnover includes all exits.
Includes fixed term, permanent full-time and permanent part-time employees on a FTE (full-time equivalent) basis. Excludes casuals, labour hire and contract workers.
Percentages relate to the proportion of employees (by gender group) who voluntarily left the organisation during the period.
In recognition of our employee demographic including gender diverse people within the workforce, our data systems allow employees to record their gender as male, female or another option. The above data does not include two employees who have indicated that they identify outside the gender binary to protect their privacy.
Employees from Perth Energy (acquired during FY20) and Click Energy (acquired during FY21) are included from FY21.
Employees from Solgen and Epho (both acquired during FY21) are included from FY22.
Data does not include 134 Southern Phone Company employees, as the payroll data system used by this business is not fully integrated with AGL’s systems, accordingly comparable data is not readily available.
Data does not include employees from Energy360 (17 employees) (acquired during FY22), as they were not integrated into AGL's human resource systems as at 30 June 2022.