Actions 2009/10.

During the coming year, we will:

  • Refresh the AGL Diversity Strategy to align with current industry developments and AGL business needs
  • Conduct research to better understand AGL’s demographics and diversity issues, including flexible work arrangements and career management for women
  • Develop improved diversity metrics to measure and benchmark AGL’s diversity initiatives
  • Implement a company-wide Talent Management process
  • Develop an AGL Employment Value Proposition
  • Commence the delivery of Values Workshops across the business, to be completed over the next 24 months
  • Conduct an independent survey to measure our base line safety culture
  • Track behavioural safety management against lead performance indicators
  • Continue to implement initiatives to address employee engagement, new offerings as part of Leadership in Action training, Emotional Wellbeing, Fair Treatment and Career Management @ AGL training, programs, Employee Assistance Program, CEO Roundtables, and Senior Leadership Forums (two per financial year)
  • Develop a streamlined recruitment and selection processes
  • Introduce a revised definition of Medical Treatment Injury Frequency Rate (MTIFR), in line with the definition used by other large organisations
  • Introduce a new safety performance indicator, Total Injury Frequency Rate (TIFR), to measure all injuries except first aid, and include this measure on all Senior Leader’s Performance Development and Review (PDR) plans for 2010/11
  • Commence analysis and reporting of AGL’s contractors’ Lost-Time Injury Frequency Rates
  • Introduce specific reward and recognition programs for our customer contact centres and our Merchant Energy field-based employees
  • Increase employee engagement by 7% compared to 2008/09 performance
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