Our commitment
We are proud to be a Work180 Endorsed Employer for Women. This recognition reflects our commitment to gender equity, flexible work, inclusive policies and transparent reporting.
We have also developed a Reconciliation Action Plan to strengthen relationships with Aboriginal and Torres Strait Islander peoples and communities. This includes cultural awareness training, community partnerships and employment pathways.
Our Equity, Diversity and Inclusion (EDI) strategy guides our efforts across four key areas:
- Reconciliation
- Gender equity
- Disability inclusion
- LGBTQIA+
Reconciliation
fostering cultural capability and creating employment and business opportunities for Aboriginal and Torres Strait Islander peoples.
LGBTQIA+
creating safe and visible spaces where all employees feel respected and supported.
Gender equity
achieving balanced gender representation (40:40:20) and opening pathways for women in leadership, technical and trade roles.
Disability inclusion
building accessible workplaces where people of all abilities can thrive.
Reconciliation
We acknowledge the Traditional Owners of the lands where we operate and recognise their continuing connection to Country. Our Reconciliation Action Plan outlines our commitment to cultural respect, inclusion and partnership.
Our actions include:
- Delivering our Innovate Reconciliation Action Plan.
- Participation in NAIDOC Week and other community events
- Embedding a Cultural Governance Framework into our operations.
- Strengthening recruitment and early career pathways for Aboriginal and Torres Strait Islander people.
- Partnering with First Nations businesses and communities where we operate
- Inclusion of Traditional Owner acknowledgements in internal and external communications
Gender equity
We are committed to increasing the representation of women across all areas of our business, from trades and technical roles to leadership and strategy.
Our actions include:
- Expanding pathways for women in leadership, trade and technical roles
- Strengthening our senior women’s network to provide mentoring and sponsorship.
- Partnering with industry groups like the Champions of Change Coalition to influence sector-wide change
Recent progress includes:
- 29 percent of our workforce identifying as women, up from 23.5 percent in 2020
- 30 percent of leadership roles held by women, compared to under 20 percent five years ago
- 40 percent of our apprentices, graduates and trainees identifying as women, the highest intake to date
- A Senior Women’s Leadership Forum to support development, visibility and peer mentoring
We also offer reproductive health leave, equal parental leave for all genders and continued superannuation contributions during unpaid maternity leave.
LGBTQIA+
We are proud to celebrate LGBTQIA+ communities at Stanwell. Inclusion means making sure our policies, practices and facilities are respectful of all genders and sexual orientations.
Our commitments include:
- Allyship networks and inclusion training.
- Ensuring inclusive language across policies and communications.
- Partnering with LGBTQIA+ inclusion organisations.
- Celebrating Pride Month and other key events with our people
Disability inclusion
One in five Australians live with a disability. We are working to remove barriers and embed universal design principles into how we work, so people of all abilities can succeed. Our commitments include:
- Workplace adjustments that enable people to perform at their best.
- Accessible physical and digital environments that meet WCAG standards.
- Partnerships with disability-focused recruitment services
Age diversity
Our workforce spans generations, from school-based trainees to employees with decades of experience. We value the knowledge, energy and perspective that each generation brings.
We support:
- Early career pathways through apprenticeships, internships and graduate programs
- Mid-career transitions and reskilling opportunities
- Flexible retirement options and mentoring roles for late-career employees
- Peer learning and cross-generational collaboration
- Recognition of service milestones and career progression across life stages
Accessibility and neurodiversity
We are committed to creating a workplace that is accessible and inclusive for people of all abilities and neurotypes.
This includes:
- Workplace adjustments for employees with disability or injury
- Accessible recruitment processes and interview formats
- Quiet spaces and flexible work arrangements for neurodiverse employees
- Inclusive design principles in new infrastructure and digital platforms
- Ongoing consultation with employees and accessibility advocates
Inclusive recruitment practices
We are committed to fair and inclusive hiring. Our recruitment processes are designed to reduce bias and ensure equal opportunity.
Key features include:
- Gender-neutral language in job ads
- Diverse interview panels where possible
- Structured interview guides and scoring
- Partnerships with inclusive job boards and community organisations
- Internal mobility and career development support for underrepresented groups
Leadership accountability
Inclusion starts at the top. Our leaders are expected to model inclusive behaviours and are supported through training, coaching and performance frameworks.
This includes:
- EDI training for leaders and people managers
- Inclusion KPIs embedded in leadership performance reviews
- Regular reporting on diversity metrics and progress
- Leadership participation in forums, mentoring and community engagement
- Executive sponsorship of EDI initiatives and networks
Supplier diversity
We extend our commitment to inclusion through our procurement practices.
Stanwell supports supplier diversity by working with:
- Indigenous-owned businesses
- Local and regional suppliers
- Social enterprises and community organisations
- Sustainable and ethical procurement partners
Inclusion in action
We do more than set policies. We create spaces for inclusion to thrive.
- Respect Contact Officers available across the business
- EDI Committee with employee representation
- Inclusive language and imagery in communications
- Zero tolerance for bullying, harassment or discrimination
- Support for LGBTQIA+ employees and allies
- Accessibility considerations in recruitment and workplace design
- Participation in events such as International Women’s Day, NAIDOC Week and Wear It Purple Day
