Gender diversity at GPT


GPT

GPT promotes an inclusive workplace where employee differences like sexuality, sex, gender identity, race, beliefs, age or abilities are valued. The unique skills, perspectives and experience that our employees possess promote greater creativity and innovation that better reflect and serve the needs of our diverse customer base, ultimately driving improved business performance.

GPT is committed to creating a diverse and inclusive workplace by providing equal opportunity in all aspects of employment, including recruitment, learning & talent development, promotion and remuneration, and is compliant with the Workplace Gender Equality Act 2012.

GPT understands that executive sponsorship and commitment is key to creating meaningful change and thus a Diversity & Inclusion Working Group (DIWG) was established in 2014. Chaired by our CEO Bob Johnston, the DIWG includes representatives from all genders and levels of the business who come together to develop, implement, monitor and report on the Group's diversity initiatives in a number of key focus areas, including:

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While GPT’s workforce is 52% female, the distribution of females across occupations and levels is uneven. At the senior levels of the business, females occupy 35% of roles in the top quartile by base pay, and 33% of Non-Executive Director roles on the GPT Board.

With that in mind, GPT’s Gender Diversity Strategy consists of a range of measures designed to:

  • Attract and recruit qualified female candidates;
  • Support property sector level initiatives to increase gender diversity;
  • Identify and build a pipeline of high quality female employees; and
  • Retain and successfully deploy female candidates in an environment where they can do their best work

In recognition of the challenges faced by our female employees, particularly during the years of their career when they may consider forming a family, the Group provides:

  • 16 weeks paid parental leave
  • Flexible work options
  • Continuation of compulsory superannuation guarantee contributions while on unpaid leave; and
  • Contribution to childcare costs to assist with the affordability of childcare.

The Property Male Champions of Change (PMCC) is another collaborative initiative GPT is actively participating in. Founded in 2015 by the Property Council of Australia, the PMCC aims to drive greater gender equality in the property industry and increase the number of women in leadership roles. GPT has been a foundation member of the PMCC and through our CEO, Bob Johnston, is today leading the action group ‘Mainstreaming Flexibility’.

GPT is also the major sponsor of the 100 Women in Property program, a national program to promote networking and sponsorship of talented females in the property industry.