Home' HR Monthly : October 2014 Contents October 2014 HRMonthly 17
“YOU SHOULD HAVE A DIVERSE
WORKFORCE TO START WITH. BUT
INCLUSION IS A DIFFERENT
THING. YOU CAN HAVE THAT
DIVERSITY, BUT YOU MAY NOT HAVE
AN INCLUSIVE WORKFORCE.”
MICHAEL FRASER, MD AND CEO OF AGL ENERGY
TO READ MORE ABOUT
AGL ENERGY’S SHIFT TO
A VALUE-BASED CULTURE
AND OTHER REFLECTIONS
FROM MICHAEL FRASER
ON HIS EIGHT YEARS
AS CEO, HEAD TO
spends Monday to Thursday in Melbourne. If I can
come to that arrangement with the leadership team,
other parts of the business can too.
We have resistance where some people have a view
about how jobs need to be done and that people need
to be in the office and seen. We have to force that
issue, and we’re doing that by having the discussions.
PW: There are other aspects to fostering diversity, such
as cross-cultural, LGBTI and Indigenous-based aspects.
How much of an issue are they for you?
MF: We started out on that journey by doing our fi rst
diversity census at the end of 2012, measuring those
areas and talking to people about them, and getting
the statistics on whether we have a diverse population
in the company. The answer to that is ‘absolutely’. We
naturally have that diversity.
We also asked some key questions about whether
people believed they had an inclusive workplace and
fair access to promotion, with no discrimination, etc.
Q&A: MICHAEL FRASER
Michael Fraser will speak
about about his journey
to becoming a gender
equity champion at AHRI’s
inclusion and diversity
2014 AHRI INCLUSION AND
30 October 2014
24 October 2014.
LGBTI was not something we had previously
focused on. However, we have an annual ‘diversity big
day out’, and last year it focused on LGBTI inclusion.
In this day and age, it’s a complete non-issue, but it’s
not a conversation that was actually being had around
the business. It has been fantastic where we’ve had a
few LGBTI employees prepared to stand up and tell
their story. What they experience, what their concerns
were when starting out at AGL and how long it was
before they felt comfortable to talk about who they
were. So we’ve begun to have those conversations and
have been quite visible about it.
PW: An increasing number of people have been turning
to AHRI for guidance on transgender issues they need to
manage. Mainly a change of gender from male to female.
Have you experienced that type of event in the workforce?
MF: I’m aware that we have transgender employees,
but whether that transition has happened while they’ve
been employed by us, I’m not su re. One instance I
was very proud of was when I asked if a transgender
employee in one of our power stations was accepted in
the workforce, and people said her work mates were very
protective of her. Which is just fantastic.
PW: Do you have a view on whether diversity starts with
inclusion or vice-versa?
MF: Unless you’ve done something weird in terms of
your recruitment processes, or are a particular niche
industry, you should have a diverse workforce to
start with. But inclusion is a different thing. You can
have that diversity, but you may not have an inclusive
workforce. That goes back to the culture of the
organisation and whether people have an open mind.
Inclusion is what you have to work at.
Michael Fraser (left) with
AGL Energy chairman,
28th October 2014
Australian Technology Park, Sydney
Australia’s National Human Resources Technology Show
NATIONAL CONGRESS & EXPO
‘Emerging technology is having a dramatic effect on the
HR profession. HR managers who ignore technological
changes will soon be redundant’
Rahaf Harfoush (USA)
Digital Foresight Strategist
and Best Selling Author
your talent better
than you know your
Katherine Jones (USA)
Vice President, HCM
Bersin by Deloitte,
and CSR Consultant
Australia’s leading HRTech conference with the
best speakers at the best price
Just $495 including GST –
WHY PAY MORE?
REGISTER NOW www.hrtechexpo.com.au
ends 15 Sep
14_17_HRM04_Q&Av2_VERSION 4KW_V5.indd 16
22/09/14 5:29 PM
Links Archive November 2014 September 2014 Navigation Previous Page Next Page