Qantas 2012 Annual Report Download - page 148

Sustainability Statistics and Notes continued
The Qantas Group’s strategy is underpinned by a diverse and talented workforce. As at 30 June 2012, the Qantas Group community
consisted of people with 102 nationalities, who speak 51 languages and are from 157 countries of origin.
The Group supports its employees by providing a safe and healthy working environment and provides specific initiatives and support
in the areas of diversity, equality of opportunity, fair remuneration and freedom of association.
GENDER DIVERSITY
The Group values the benefits that a diverse workforce brings to the organisation. The Group is committed to equal opportunity in
the workplace by providing all employees with equal access to the opportunities that are available at work, especially in the area
of gender diversity.
Key Performance Indicators Unit 2012 2011 GRI Indicator
Percentage of women % . . LA
Percentage of women in senior positions % . . LA
Number of women Directors on the Qantas Board #   LA
Percentage of women Directors on the Qantas Board % . . LA
Percentage of female graduates recruited % . . LA
Female representation in the Group’s workforce increased by 0.5 percentage points from 2010/2011. Women in senior positions have
increased by 1.6 percentage points predominantly due to new hires and promotion of women into senior management positions.
The number of women Directors on the Qantas Board remained the same as in 2010/2011, although the appointment of an additional
male Director in February 2012 resulted in a decrease in the percentage of women on the Qantas Board to 25.0 per cent.
AGE DIVERSITY
The Qantas Group values the wide range of experience and expertise brought to the Group by its diverse workforce. This is reflected
in one of the four Qantas Values, Wisdom of Experience, which recognises the value of drawing on experience to produce quality outcomes.
Key Performance Indicators Unit 2012 2011 GRI Indicator
Employee by age group (permanent employees) % LA
- Years . .
- Years . .
- Years . .
- Years . .
- Years . .
+ . .
The percentage of employees representing the age groups of 45 years and above has increased demonstrating a gradually ageing
workforce. The trend is primarily driven by Qantas’ Engineering, Airports, QCatering and Cabin Crew workforces. The Group is managing the
succession and continuity of the knowledge and experience of this valuable group of employees as they approach retirement.
WORKPLACE FLEXIBILITY
The Group values flexible workplace arrangements including part-time work arrangements and other wellbeing initiatives. Part-time
work arrangements are an attractive offering for parents with younger children and older employees who may not want to or be able
to work full-time but can bring a wealth of skills, experience and expertise to the Group. It also increases the Group’s ability to
respond to change and peaks of demand, and is an important driver of staff engagement and retention of talent.
Key Performance Indicators Unit 2012 2011 GRI Indicator
Percentage of part-time employees % . . LA
The percentage of part-time employees continues to increase as the Group seeks to provide enhanced workplace flexibility.
INDIGENOUS EMPLOYMENT
The Qantas Group strives to create meaningful and lasting opportunities for Indigenous Australians to build upon their existing skills
and experience and to be an employer of choice for Aboriginal and Torres Strait Islander people. A focus in recent years has been
4. People
QANTAS ANNUAL REPORT 2012146