Caltex Australia is working to improve gender diversity, especially in leadership roles. As of 2013, women made up 30-34% of employees but only 18-21% of management and 0% of the executive committee. Caltex established a Diversity Council in 2011 to drive initiatives like leadership programs for high-potential women, networking events, and unconscious bias training. Objectives for 2012-2013 included increasing the percentage of women managers and graded employees who feel comfortable discussing flexible work. Caltex also launched a "BabyCare" package in 2012 to better support new parents returning from leave. Business units set targets and action plans to develop pipelines of women for critical roles through career development programs.

1. HR LEADERS RESOURCES SUMMIT MAY 2013 GOLD COAST QLD
Gender Diversity
Case Study
Caltex Refining & Supply
Milano Pellegrini
Caltex HR Refining & Supply

2. Our Challenge
Advertising says a lot……
We have come a long way….
Haven‟t we………???

3. Sabrina – Caltex TV Commercial

6. Caltex Australia

7. FRAMING NUMBERS
• 3,500 employees nationally
• 1,000 in Refining & Supply
• 30% to 34% women employed
• 25% of Board (inc Chair) vs 0% of EXCO
• 18% to 21% women in management roles
• Technical focus: Chem Eng, Mech Eng, Elect Eng, Process
Eng, Chemists

8. Caltex
In 2008 there was an investigation.
The 2010 ASX changes provided a new
impetus for Caltex to think about how
we were utilising available female
talent pools, in the broader labour
market and internally

9. 2011/12 GENDER OBJECTIVES & OUTCOMES
• Established Caltex Diversity Council, chaired by
CEO, to drive gender diversity initiatives and
outcomes
• Provided high potential women managers with
development experiences to position them for
promotion to critical leadership roles
• More than 90% of women managers participated
in targeted programs with the aim of progressing
their careers

10. 2011/12 GENDER OBJECTIVES/ OUTCOMES
• Caltex held 28 separate women‟s networking
events
• Unconscious bias training rolled out to senior
managers across Caltex
• CEO + Direct Reports + HR Heads have Gender
Diversity Targets as part of their 5 BPOs
• Sponsored and participated in the 2011
Triennial International Conference for Women
Engineers and Scientists in Adelaide

11. 2012 Gender Objectives
• Increase number of women managers in its pipeline
critical successor Talent Pool (16% 20% 25%)
• Review remuneration by gender to ensure
unconscious bias has not influenced outcomes
• Increase the number of graded employees who
answer „yes‟ to “Do you feel comfortable talking to
your manager about flexible work arrangements?”

12. 2013 Gender Objectives
• Maintain the reduction of voluntary turnover
amongst graded female employees so that it
continues at a similar proportion to the voluntary
turnover rate of graded male employees (overlay
with Kurnell Refinery closure)
• Establish measures to provide direct support to
new parents who return to work following a period
of parental leave as a child‟s primary carer

13. September 2012 BabyCare Package launched
• 3% bonus paid each quarter to a primary carer once they return to work
• Provide returning primary carers with access to Dial-An-Angel mothercraft
nurses or carers, for ad hoc emergencies (up to 5 times a year).
• Caltex will provide a specialist service that assists parents locate the type of
childcare they want for their baby.
• During 2013 Caltex intends to introduce facilities at its key work sites to
provide privacy for nursing mothers.
Doing things a little differently…

14. 2012 Business Unit Action Plans
Target being
addressed
Aim
(What we are
going to do)
Strategies
(How we are going
to do it)
Who Our Measures
(How we know we
are progressing in
achieving our
objective)
Overall
measure of
progress
Increase number
of women
managers in
pipeline critical
successor Talent
Pool from 16%
Threshold 20%
Target 24%
Stretch 28%
Refining to have
achieved
between
threshold &
target, meaning:
Threshold 29%
Target 36%
Stretch 43%
Nominate 6 eligible
women from
refining to
undertake follow up
career development
from the 2011
program
RMT/
HRM
5-6 women from
refining to have
completed the
‘Women on Boards –
In my Corner’
program
Assess target
in Q3 of 2012,
the aim is to
have achieved
Target
Nominate 15 eligible
Grade 54 & 55
women from
refining to
participate in career
development
opportunities
12 women from
refining to have
completed the
‘Women’s Leadership
Alliance’ program.