Qantas 2007 Annual Report Download - page 139

Sustainability Information
In addition to providing an extensive air transport network, Qantas has
contributed to making air travel more affordable to more people.
As illustrated in the graph above, the number of weeks it takes for an
average wage earner to buy a return ticket from Sydney to London has
decreased from 5 weeks to 3.6 weeks over the last 12 years.
Making air travel more affordable was greatly extended with the
introduction of Jetstar from May 2004, which saw lead-in domestic fares
on the markets Jetstar served fall by up to 30 per cent. This greatly
stimulated passenger traffic to regional and major leisure destinations.
It also made air transport affordable to travellers who may have otherwise
taken alternative forms of transport. Between 5 and 10 per cent of Jetstar’s
customer base are first time travellers.
People
The Qantas Group is one of the largest employers in Australia with over
35,000 staff, 91 per cent of whom are Australian residents. In excess of
$3 billion per year is spent on wages, salaries and related employee costs.
Qantas turnover and attrition rates are below community averages, and
this reflects its commitment to provide meaningful jobs that are
competitively paid, coupled with superior benefits. The Qantas Group also
offers flexible work conditions including part-time work and job sharing
wherever possible.
Qantas is committed to assisting employees balance their work against
their personal commitments, and provides a range of initiatives including:
10 weeks’ paid maternity leave (including adoption);
one week’s paid paternity leave (including adoption);
10 days’ carer leave per annum;
employer-sponsored childcare centres in Sydney and Melbourne with
a further centre planned for Brisbane;
the Employee Assistance program, a self-referral counselling program;
a Health and Wellbeing program that includes quit-smoking programs,
onsite Weight Watchers and access to scheduled exercise and health
classes; and
a Keep in Touch program for employees on parental leave.
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Maintaining a group of highly skilled and motivated staff is key to
corporate sustainability. The Qantas Group invests in excess of $280
million annually on the training of staff. Qantas is one of the largest private
sector employers of apprentices in Australia. Qantas College, which is a
Registered Training Organisation, provides targeted, quality training to
the Qantas Group and assists in the development of skills in the broader
travel industry.
The Qantas Group has a comprehensive talent pipeline program with over
630 participants, focusing on new graduate talent, emerging leaders and
talented senior management. The preference is to promote from within
wherever possible.
Qantas’ graduate recruitment program attracts about 4,000 applicants
each year. All graduates (38 in 2008) take part in a two year development
program based on rotations through key business areas. In 2006, Qantas
was proud to be a finalist in the Australian Graduate Employer of
Choice Awards.
Qantas has implemented an innovative accelerated development program
for the Group’s Emerging Leaders in conjunction with the Accelerated
Learning Laboratory at the Australian Graduate School of Management.
A diverse workforce is a key focus for the Qantas Group. It helps meet a
business need by reflecting internally the wide range of customers served
across the world. In 2005, a Diversity Council was established to sponsor
this, with a particular agenda of increasing the representation of women
in management at Qantas and supporting those in executive roles. In
addition, Qantas aims to encourage young women in the community to
enter non-traditional occupations with the “Aiming High” workshop
developed in conjunction with the New South Wales Premiers
Department.
Qantas has been active in Indigenous employment programs since 1988.
It aims to use the Group’s influence to support and celebrate the diversity
of Indigenous culture and to make a practical contribution to the
reconciliation process in Australia. This year, Qantas’ own Indigenous
Employment strategy has expanded to include a formal partnership with
Reconciliation Australia, and to double the number of Indigenous staff
employed at Qantas by December 2008.
The Qantas Group recognition program, eXcel, recognises employee
excellence throughout the year and at an annual awards event in the areas
of service, safety and innovation. Frequent Flyers also recognise the
contributions of Qantas employees through the eXcel Frequent Flyers
Peoples Choice Award. In 2006, the eXcel program was recognised in
the Australian Human Resources Institution Awards for Excellence as a
New South Wales finalist in the People Management category.
Average Gross Earnings Source: Reserve Bank of Australia, Qantas Economics
3
3.5
4
4.5
5.5
5
Mar 96 Mar 97 Mar 98 Mar 99 Mar 00 Mar 01 Mar 02 Mar 03 Mar 04 Mar 05 Mar 06 Mar 07
Weeks of Average Gross Earnings Required to Pay for Return Sydney – Bangkok – London Airfare (including fuel surcharge)
137Qantas |Annual Report 2007