Strategies to Attract, Develop and Retain Women. Presented by Lesley Adams, AUST

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Strategies to Attract, Develop and Retain Women. Presented by Lesley Adams, AUST

  1. 1. Strategies to attract, develop and retain women Woodside Energy LtdPresented for ICWES15 Conference July 22nd, 2011
  2. 2. What will be discussed1. Who is Woodside?2. The Resources sector3. The business case for Diversity.4. Woodside’s Diversity journey.5. Next Steps in the journey6. Questions? Slide 2
  3. 3. Woodside•Australian publicly traded O&G E&Pcompany•Head office in Perth, WA•Australia’s largest independentproducer of oil and gas•Operator of the A$27 billion NorthWest Shelf•Growth portfolio•Commitment to sustainabledevelopment Slide 3
  4. 4. The Resource Section…People Statistics…….and growingPilbara Region Slide 4
  5. 5. How have we responded to this growth?Preparing the organisation for growth facilitated through LeadershipdevelopmentGrowing our own by building technical competenceAnnual intake of graduates, trainees and apprenticesShort term migration – address specific skill shortagesAnd……….improved participation from within the Indigenouscommunity and improving the gender mix through flexible workpractices (45% of Australian workforce are women) Slide 5
  6. 6. The business case for DiversityDiverse teams deliver better business outcomesStrategy to address skills shortage – war for talentKey element of attracting and retaining the best workforce Slide 6
  7. 7. Diversity Strategy To create a climate to support a diverse workforce Slide 7
  8. 8. How to achieve our strategy?• Executive commitment• Education/ Communication• Suite of diversity actions Slide 8
  9. 9. Diversity Actions• Engagement of Executive Team• Creation of a Diversity Council with a mixture of males/females at the executive level.• Audit of the quality of individual development plans• Formal Mentoring program implemented• Diversity Leadership program implemented• Formal engagement with employees on parental leave – keep in touch program• Assess flexible working opportunities for those returning from parental leave Slide 9
  10. 10. What are the next steps in the diversity journey?• Diversity awareness program is continuing to be rolled out to unlock unconscious biases.• Further embedding of our mentoring program• Further work with the Diversity Council to ensure that we have ‘diversity champions’ throughout the business• Promote what we do and how we do it• Work with schools and universities to improve the pool of engineering and science students• Job design – review of flexible work options and how we better support.• Female focussed leadership – looking at providers that will fit into our diversity framework already established.• Work/Life Balance Pack has been developed/now needs to be rolled out.• EEO training development/now needs to be rolled out.• Better understand the drop in % of women at senior levels and how we can bridge this gap• Tweak how accessible information is internally for staff, e.g. Intranet/posters/parental leave packs etc.• Increased focus on Scholarships (Females/Indigenous) Slide 10
  11. 11. What are the returns on investment?Woodside has more than 6% more women in our workforce than theAustralian E&P industry averageWoodside has higher female representation than the UK, USA andCanadian E&P industry averageWoodside won the Chamber of Minerals and Energy (CME) of WesternAustralias inaugural Women in Resources award for its initiative in the areaof company innovationWoodside received a special commendation at the 2009-2010 NationalWork-Life Balance Awards, in recognition of our Indigenous employmentprograms and our work with Indigenous communities.But there is still a way to go......... Slide 11
  12. 12. Questions ? Slide 12

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