Qantas 2013 Annual Report Download - page 173

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171
QANTAS ANNUAL REPORT 2013
4. People
The Qantas Group’s strategy is underpinned by a diverse and talented workforce. As at 30 June 2013, the Qantas Group community
consisted of people with 99 nationalities, who speak 51 languages and are from 151 countries of origin.
The Group supports its employees by providing a safe and healthy working environment and provides specic initiatives and
support in the areas of diversity and inclusion, equality of opportunity, fair remuneration and freedom of association.
GENDER DIVERSITY
The Group values the benets that a diverse workforce brings. The Group is committed to providing all employees with equal access
to the opportunities that are available at work.
Key Performance Indicators Unit 2013 2012
Percentage of women % 41.2 41.6
Percentage of women in senior positions % 31.3 31.5
Percentage of women Directors on the Qantas Board % 22.2 25.0
Percentage of female graduates recruited % 57.1 61.5
Female representation in the Group’s workforce has remained between 41 per cent and 42 per cent over the last ve years.
As at 30 June 2013, the Qantas Board comprised two female Directors and seven male Directors (30 June 2012: three female Directors
and ninemale Directors).
Qantas recently announced the appointment of two Non-Executive Directors to the Board, Maxine Brenner and Jacqueline Hey
(with effect from 29 August 2013) and the retirement of Patricia Cross after Qantas’ 2013 Annual General Meeting (AGM). Following
the 2013 AGM, the Qantas Board will comprise 30 per cent female Directors.
AGE DIVERSITY
The Qantas Group values the wide range of experience and expertise brought to the Group by its diverse workforce. This is
reected 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 2013 2012
Employee by age group (permanent employees) %
16-24 years 4.6 4.1
25-34 years 19.9 19.8
35-44 years 29.7 30.4
45-54 years 30.8 30.9
55-64 years 13.8 13.6
65+ 1.2 1.2
The percentage of employees representing the age groups of 44 years and below and 45 years and above remains consistent
with the prior year. The Group aims to provide opportunities to those early in their careers as well as benet from the skills and
knowledge of more experienced members of the workforce.
WORKPLACE FLEXIBILITY
The Group values exible 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 2013 2012
Percentage of part-time employees % 15.5 14.1
The percentage of part-time employees continues to increase as the Group seeks to provide enhanced workplace exibility.