People
Women in leadership
AGL has a clear aspiration for the proportion of females in AGL's senior leadership pipeline (SLP) to reach 50%. In FY22, we achieved 35%, a lower result than in prior years, reflective of recent organisational changes which more significantly impacted senior female leaders in corporate functions. A large proportion of the workforce at AGL is weighted to traditionally male-dominated vocations, specifically in the very stable workforce at our operational sites. When these roles are excluded, the representation of females in senior leadership roles increases to 42%. AGL acknowledges that a 50/50 split for our overall SLP will take longer than three years to achieve.
Notes
Senior Leadership Pipeline refers to employees in Management Groups A, B, ELT and ET, in accordance with AGL’s Position Framework.
The appointment reflects appointments to vacancies managed by the AGL recruitment team and is external appointments only. For FY22, the internal appointment rate was around 32% (FY21: 38%), again reflecting appointments to vacancies managed by the AGL recruitment team.
With the implementation of Workday Human Resources Information System in FY19, the AGL Position Framework was refreshed with Hay Reference Levels replacing AGL work levels, and the adoption of an overarching management level structure. Under the new structure, the former Senior Leadership Pipeline definition of 'Level 12 roles and above' used up to and including FY18 directly correlates with Hay Reference Levels 18 and above, which are encapsulated in Management Groups A, B, ELT and ET.
Employees from Perth Energy (acquired during FY20) and Click Energy (acquired during FY21) are included from FY21.
Employees from Southern Phone Company (acquired during FY20), Solgen and Epho (both acquired during FY21) are included in FY22.
Data does not include employees from Energy360 (17) (acquired during FY22), as they were not integrated into AGL's human resource systems as at 30 June 2022.