Our people

We value our people and are committed to providing a safe, supportive and stimulating environment that encourages employees to perform at their best and contribute to the success of the business.

Warning: Aboriginal and Torres Strait Islander readers should be aware that this website page may contain images or names of people who have since passed away.

FY16 SUMMARY

  • Grew our workforce to 1,359 employees working across Australia and the USA
  • Achieved an employee engagement score of 68%, with 77% of employees saying they were proud to work for Transurban, and a leadership effectiveness score of 78%
  • Received the WGEA ‘Employer of Choice for Gender Equality’ citation for the second consecutive year
  • Welcomed seven new employees into the first year of our official Graduate Program
  • Hosted 47 student interns working on projects across Transurban
  • Trained our first volunteer Mental Health First Aiders

Our workforce is made up of more than 1,350 permanent, fixed-term, casual and contractor employees. FY16 saw a 37 per cent increase in the total number of Transurban employees compared with the previous year, driven by business growth and major projects across each market in Victoria, New South Wales, Queensland and Greater Washington Area.

Detailed information about Transurban’s employee profile including location, employee category, age, gender and employment status can be found in the Employee data sheet section of this report.

Our Values

Our values drive our culture, underpin our strategy and provide a framework for every decision we make.

We recognise and reward our employees for living our values and exceptional performance with quarterly and Annual awards for Safety, Diversity, Customer, Ingenuity, Sustainability and Excellence.



Downloads
Code of Conduct
Diversity Policy


GRI G4 Indicators

  • Employment DMA
  • Labour / management relations DMA
  • Training and education DMA
  • Diversity and equal opportunity DMA
  • Equal remuneration for women and men DMA
  • Labour practices grievance mechanisms DMA
  • Investment (Human Rights) DMA
  • Non-discrimination DMA
  • Indigenous rights DMA
  • G4-9
  • G4-10
  • G4-56
  • LA4
  • LA10 
  • LA11
  • LA12 
  • LA16

Employee engagement

Employee opinion surveys

As an organisation, we continuously review our performance to identify any opportunities to further improve our workplace. To do this, it is crucial we obtain formal feedback from all employees to understand their views on Transurban as a place to work and our culture as a whole.

Our September 2015 Employee Opinion Survey (EOS) gathered feedback from employees across the business to understand how we are tracking on a range of topics.

We had a participation rate of 88 per cent, and 77 per cent of employees said they were proud to work for Transurban.

Our overall employee engagement score — which is based on a combination of questions — remained steady at 68 per cent. The leadership effectiveness and performance excellence index scores were also maintained at 78 per cent and 66 per cent respectively.

Following the survey, Executive Committee members hosted team debrief sessions to discuss the detailed results for each business unit. Action plans were developed, providing all employees with an opportunity to contribute to improvements.

Wellbeing

We are committed to keeping our employees safe and healthy - both at work and at home - through promoting health and wellbeing practices and initiatives. To support employees our Wellbeing program has six key elements: Physical Health, Balance, Finances, Recognition, Connected, and Mental Health.

These elements are supported by a range of programs, services and initiatives:

Physical Health

Helping employees stay active, be healthy and well rested

  • Health fairs, free health checks and vaccinations
  • Gym membership discounts and nutritional education
  • Ergonomic assessments and massage therapists
 

Balance

Helping employees achieve work life balance

  • Flexible work arrangements
  • Additional ‘Lifestyle Leave’ available
  • Extended parental leave up to 16 weeks (Australia)
     

Finances

Helping employees reach their financial goals

  • Lunchtime finance and investment seminars
  • Complimentary group life and income insurance
  • Employee ShareLink share investment program
 

Recognition

Recognising employees for living our vision and values

  • Transurban employee awards
  • ThanksTU recognition and gift program
  • Employee referral programs
     

Connected

Helping to build stronger links within our community

  • Employee volunteering program
  • Transurban community events
  • Office social committees and events
 

Mental Health

Mental awareness, resilience, intervention and support

  • Mental health awareness education
  • Qualified Mental Health First Aid training
  • Employee Assistance Program

We want to create a workplace where all employees look out for each other. In FY16, we completed our first round of Mental Health First Aid training, with 62 Transurban employees now qualified Mental Health First Aiders.

Just like physical First Aid, our Mental Health First Aiders are qualified volunteers that are identified on office safety boards. They can be approached to start conversations about mental health, difficulties an employee may be dealing with personally, or concerns for a colleague.

Diversity and equity

We consider a diverse workforce essential for high performance. This includes diversity of thought, experience, education, age, gender, cultural background and personal opinion. We are committed to providing an environment in which all employees are treated with fairness and respect, and have equal access to opportunities at work. We have, and will continue to develop, practices, programs and initiatives to support and assist with improving diversity at all levels of the business.

Diversity objectives

We have a business-wide Diversity Committee, which meets quarterly. The Committee is chaired by the CEO, with three working groups led by a member of the Executive Committee and employees from across the business to monitor progress on Transurban’s Diversity objectives:

  • To achieve gender equity at all levels across the business
  • To create an environment which supports flexibility for all employees
  • To ensure our employees understand and reflect the broader population and communities across which the business operates

In FY16, we conducted Diversity and Inclusion workshops across our offices. These focused on why diversity is important to Transurban and what each employee can do to support diversity and ensure our culture is inclusive. We also completed Equal Employment Opportunity refresher workshops for all employees to reinforce our commitment to a workplace where all employees are free of discrimination, harassment, victimisation or bullying.

Transurban has an employee network of Equity Contact Officers who play an important role in our strategy to prevent discrimination and resolve complaints.

Gender diversity

Transurban is committed to promoting and improving gender equality through our diversity initiatives.

The proportions of women and men across the organisation, in Senior Executive positions and on the Board as at 30 June 2016 are as follows:

Permanent workforce

Senior Executive*

Board*

55%45%

 56%44%

 75%25%

n Male n Female         

*including CEO

Workplace Gender Equality Agency

Transurban communicates its commitment and progress on gender equality each year by reporting to the Australian Workplace Gender Equality Agency (WGEA). In November 2015, Transurban was awarded the WGEA ‘Employer of Choice for Gender Equality’ citation - the sole recipient in our sector – for the second consecutive year.

 

Pay equity

Our annual pay equity review has seen positive progress over the past four years and was expanded in FY16 to include our Queensland business. The FY16 review indicated no significant differences between male and female pay. This review takes into consideration the role, level of experience and responsibilities, working hours and other differences between employees at Transurban.  These results reflect our efforts to foster a workplace where people are recognised and rewarded on their merits.

International Women’s Day

Transurban celebrated International Women’s Day - which celebrates the social, economic, cultural and political achievement of women - with a number of events across its offices on 8 March 2016 and throughout the month.

In Australia, Transurban Board Director Sam Mostyn shared her insights with employees on her time serving on the Transurban Board and the significant work undertaken across all forms of diversity, which is a key focus of the Board. Sam’s speech can be seen below.

In the USA, Transurban hosted industry leaders for a ‘Women in Transportation’ roundtable celebrating achievements in this area. Attendees included employees, consultants and industry partners with the Women in Transportation panel consisting of senior government and corporate leaders. The panel discussed how they came into their careers in transportation and their experiences in the industry. They emphasised the importance of diversity in the workplace, and gave advice to both men and women on how they can improve the industry.

 

Flexible work

Transurban knows how important it is for employees to balance professional and personal commitments. We aim to support this by providing a range of policies, arrangements and support tools that encourage flexible work practices. We remain committed to ensuring employees make the most of flexible working options, which can include:

  • Access to technology to support flexible work arrangements in the office and at home
  • A variety of leave options, including the option to purchase additional ‘Lifestyle Leave’
  • Flexible working hours, days and part-time arrangements
  • Job sharing-arrangements
  • Phased retirement

In FY16, we made changes to our parental leave policy for Australian employees, increasing primary carer’s leave to 16 weeks. We also know that while on parental leave, employees may choose to come into work occasionally to attend training or meetings. We have therefore introduced ten optional paid ‘keeping in touch days’ for Australian employees to use while they are on parental leave.

In addition, we are launching an online tool for parents-to-be and new parents. This tool will assist in navigating through all the important milestones, such as how to tell managers about any changing circumstances, staying in touch and preparing to return to work.

In FY16, we also established a policy in Australia to support employees who may be experiencing domestic and family violence. Our policy supports anyone experiencing domestic and family violence and includes special leave entitlements, counselling services, and flexible working options to help affected employees manage legal matters, make alternate housing arrangements, arrange for childcare and attend to other critical needs.

Cultural diversity

We recognise that our workforce needs to reflect our customers and the communities where we work, and are committed to recruiting and retaining a culturally diverse workforce.

Part of our commitment to cultural diversity is to better understand our workforce and capitalise on the different skillsets that this brings. We undertake voluntary employee surveys to help us understand our overall workforce’s cultural diversity.

Our Transurban team reflects the broader Australian and USA community, and employees come from many other nations including the UK, India, Philippines, France, Germany, New Zealand, Vietnam, Hong Kong and Indonesia. Our team has more than 68 languages being spoken other than English including Hindi, Tagalog, Spanish, Cantonese, Mandarin, Punjabi, Tamil, Samoan, Japanese, Vietnamese, French and Italian.

We celebrate the diversity of our workforce by recognising festivals of cultural significance and using these opportunities to promote better understanding of different cultural groups. Coordinated by the Cultural Diversity Committee, events include office gatherings and information campaigns.

On 21 March 2016, we celebrated Harmony Day with employees across our offices sharing dishes from a range of cultures, photos and stories about people’s backgrounds and their sense of family, culture and belonging.

Harmony Day was first celebrated in 1999 to coincide with the United Nations International Day for the Elimination of Racial Discrimination. Each year it is marked by people coming together and participating in local activities.

Indigenous Australians

Transurban acknowledges Traditional Owners of Country throughout Australia and recognises the continuing connection to lands, waters and communities. We pay our respect to Aboriginal and Torres Strait Islander cultures; and to Elders both past and present.

Our Reconciliation Action Plan (RAP) demonstrates our support for Indigenous Australians. It explores how we can contribute to improving the standard of living of Aboriginal and Torres Strait Islander peoples, build positive relationships with Indigenous communities and raise awareness of their history and culture.

The first stage of our RAP was developed in 2014 and represented an opportunity to ‘Reflect’ on building relationships with key stakeholders on indigenous issues, and raising awareness within our organisation to ensure there is shared understanding and ownership of our RAP.

In FY16, we completed a number of activities to increase our awareness and we are now moving towards the second phase of our RAP, to ‘Innovate’ and create new opportunities unique to our business.

National Reconciliation Week

In June 2016, Transurban employees from across Australia commemorated National Reconciliation Week by attending ‘Welcome to Country’ or ‘Acknowledgement to Country’ ceremonies, recognising the indigenous heritage of the regions where we operate.
Ceremonies held at Transurban offices in Brisbane, Sydney and Melbourne included Executive Committee members introducing Elders and representatives from local indigenous tribes, who led the formal ‘Welcome to Country’ or ‘Acknowledgement to Country’ ceremonies.

Our M2 office in Sydney hosted Uncle Allen Madden, a Gadigal Elder, who performed the Welcome to Country and Aboriginal Elder Uncle Max Eulo, who performed a smoking ceremony. In Queensland, at our Brandl St office, Aunty Geraldine Page, a Munanjali Elder, performed an Acknowledgement to Country. In Victoria at our Collins Street office, Leon Egan, a Yorta Yorta/Bangerang Gunditjmara man, performed an Acknowledgement to Country and shared his personal story and insights with the office.

In the lead up to National Reconciliation Week and the ceremonies, we provided a series of employee communications on the history and cultural significance of the week.

Learning and development

Transurban is committed to the ongoing development of all our employees. Opportunities to learn at Transurban come in many different forms such as on-the-job training, mentoring, coaching, secondments and opportunities to be involved in various formal learning and development programs.

In FY16, the average amount of training each employee received was 24 hours which is an increase from previous years (17 hours in FY15) and demonstrates our commitment to this area.

Learning and development programs are aligned to the various levels and capability requirements of the business. This includes specific development for our senior leader group with an annual program of quarterly activities with our executive education partner – INSEAD. The over-arching theme for the Senior Leader Program is continued high performance. The theme is then cascaded to all people leaders through training delivered in partnership with the Melbourne Business School.

Employees have regular conversations with their managers to receive feedback and discuss development goals and opportunities. Employees have Personal Development Plans, which identify development activities throughout the year and are monitored through regular one-on-one meetings with their managers, and more formally through half year and annual performance reviews.

Talent identification and development is a key part of building leadership capability and bench-strength across Transurban. A bi-annual Talent Review is conducted across all areas of the business including a Talent Review meeting with the Executive team. Through this process, high-potential employees and successors for leadership and other key roles are identified and development plans for these individuals agreed. Development activities for this group are tracked along with any promotions or transfers that occur.

Realise Your Potential

The Realise your Potential program is Transurban's annual Women in Leadership program and aims to support female leaders and aspiring leaders to develop a better understanding of themselves, their skills and how they can succeed in the work environment.
Transurban is committed to building female manager capability and increasing the number of women in the succession pipeline.

Building talent for the future

Graduate program

In FY16, Transurban launched its first formal Graduate Program in Australia, which aims to encourage fresh ideas and shape talent for our continued success.

In early 2016 we welcomed seven graduates from a range of Australian universities with educational backgrounds that included business, information technology, marketing, human resources and engineering into the business.  Four of the seven graduates are female, supporting our aim for gender balance.

The two-year Graduate Program gives students the opportunity to apply their academic knowledge in real-world situations and gain hands-on experience across our daily operations and projects. We are preparing for the next wave of the Program in FY17.

Females Excelling in Engineering and Technology (FEET)

Australia-wide, there is a gender imbalance in the engineering profession – according to WGEA around 20 per cent of engineers in Australia are female. Transurban’s Diversity Committee is actively working to address the problem at the graduate level with its Females Excelling in Engineering and Technology (FEET) mentoring program.

Transurban’s FEET program gives university students the opportunity to spend approximately 35 hours meeting and working within Transurban teams. Not only does it give students exposure and experience in the industry before they graduate, it also allows us to engage with upcoming professionals and potentially recruit female talent into the business.

Now in its third year, 64 students have participated in FEET to date. In FY16, we had 38 students take part in the program in two rounds during university holiday periods.

Ganbina Industry Network

In FY16, our Melbourne offices hosted a group of young people from the Ganbina Industry Network program. Ganbina works with young indigenous people to empower them to overcome long-term generational disadvantages prevalent in Indigenous communities today and act as positive role models for others.

Monash University programs

Transurban participates in a number of student programs in partnership with Monash University.

Monash Leadership Engineering Program

Transurban has sponsored Monash University’s Leadership Engineering Program for the past three years, helping one undergraduate student annually to complete their studies and providing work experience. The Leadership Engineering Program benefits Transurban by increasing workforce capacity and developing relationships with high-calibre university graduates. The 2015 scholarship recipient is now a graduate member of the CityLink Asset Team.

Monash Industry Team Initiative (MITI)

The Monash Industry Team Initiative (MITI) program sees industry partners host teams of up to four students. In FY16, three groups of four students were recruited into Transurban teams for a 12-week internship to work on three major projects in operations, sustainability, customer service and technology.

 

Industry-Based Learning Program

Transurban has been involved in the Industry Based Learning (IBL) Program with Monash Information Technology (IT) since 2015. The program aims to improve the quality and quantity of IT graduates by ensuring that the curriculum is relevant to industry with a balance of business and IT knowledge combined with placements in industry. In FY16, Transurban hosted one student via a 22-week IBL placement in our Technology Partnerships and Innovation team.

Transurban Cameron Roberts Memorial Scholarship

In memory of Cameron Roberts, a highly valued member of the Transurban Finance team in Melbourne who sadly passed away in May 2015, we have partnered with Monash University to create the Transurban Cameron Roberts Memorial Scholarship. The Scholarship was launched in the 2016 academic year.

The scholarship created in Cameron’s name will be awarded for a double degree student at Monash University studying Finance with Engineering. We have committed to funding the scholarship from January 2016 for three years, for one student each year.

With the support of Cameron’s family, we formally announced the inaugural scholarship at an awards ceremony held by Monash in May 2016 to Sashini Perera, a student studying a double degree in Engineering and Commerce.