Our People
We value our employees by supporting them to lead healthy, balanced lives. Investment in learning and development provides employees with opportunities for advancement while ensuring our business attracts and develops the skills and capabilities we need. We recognise and reward performance and strive for excellence in everything we do.
Culture and Engagement
EBOS People policies and procedures underpin the Group’s culture and expected standards of behaviours. Corporate employees receive annual training on Whistleblower Protection, Anti-bullying & Anti-harassment and Worker Health & Safety. This is supplemented with biennial training on Code of Ethics, Privacy, Fraud Awareness, Bribery & Corruption, Anti-competitive Conduct, Consumer Protection & Unfair Business Conduct and IT Security Training for senior managers.
In FY24 we updated our Workplace Discrimination, Harassment & Bullying policy. In alignment with our values and dedication to maintaining a workplace free from discrimination, harassment, bullying, and sexual harassment, we have introduced an important addition to our policy called ‘Bystander’. This update emphasises the responsibility of every individual within our organisation to actively contribute to a safe and supportive work environment.
Talent and Capability
We attract, retain and strive to develop a diverse workforce and invest in learning and development to cultivate skills and capabilities for delivering on the Group’s strategic plan. Our Talent Council, comprising of business and functional leaders, has responsibility for identifying talent to facilitate succession planning and career opportunities. Our unique leadership sponsorship program, Catalyst, now in its fourth year, is designed to support future career pathways with Executive Sponsorship.
The 2024 cohort of Catalyst expanded to include all EBOS divisions across New Zealand and Australia. The value creation comes through the structured networking and sponsor relationships, with a number of past participants experiencing career enhancement as a result. EBOS commits to 40:40:20 (female: male: any gender) gender representation on the program.
Diversity and Inclusion
We have clearly articulated our Diversity & Inclusion policy and programs that help to deliver on the Group’s commitments for Gender Diversity and Reconciliation. Reconciliation is a special journey to build stronger relationships between Aboriginal and Torres Strait Islander peoples and non-Indigenous Australians. Our vision for Diversity and Inclusion is to create an environment that is safe and inclusive and leverages the potential of our people irrespective of differences.
This year EBOS commenced a First Nations Pilot Employment Program in partnership with a labour hire provider.
EBOS is a member of the National Association of Women in Operations (NAWO). NAWO’s mission is balancing gender in operations. On International Women’s Day EBOS focussed internally on our female leaders, particularly in operations to celebrate their contribution and career journeys.
Performance and Reward
We reward our people via a range of terms and conditions of employment, some workers are covered by Enterprise or Collective Agreements and Awards. In addition, the EBOS Remuneration Framework combines fair and objective assessments of job roles with benchmarking using salary survey data. We conduct a Gender Pay Gap (GPG) analysis in Australia annually and take action in supporting the closing of the GPG such as developing and supporting progression of women in leadership roles.
Work Health and Safety
The Group’s Work Health & Safety (WHS) management system ensures strong leadership and accountability for workplace safety policies and practices. The Group Safety Committee, chaired by the CEO, oversees relevant policies and initiatives, including training, critical risk management and furthering use of technology to mitigate risks. Operational divisions report monthly performance data to senior management and the Board receives monthly and annual reports.
The Group Safety Committee meets quarterly. Monthly communication with operational managers ensures consistency across the Group on WHS matters, such as team talks, compliance checks, risk assessments and policy reviews.
The Group WHS training plan outlines regular training on key topics, including online training and specialised training delivered by external consultants. Across the Group, we are committed to investigating and encouraging the use of technology to reduce workplace risks.
In addition, the Safety Committee for Healthcare focuses on special WHS considerations for this operational division and an Animal Care Safety Committee has recently been established.
