LOR INFOWORKS 2 - Flipbook - Page 34
INFOWORKS 2019 _ ISSUE 2
SEXUALITY
Laing O’Rourke Pride is our UK network for our LGBT
employees and all allies, and we’re one of 25-member
organisations of the construction industry group
#BuildingEquality – an alliance of construction
professionals who are passionate about driving
LGBT inclusion in the construction industry.
All of this is about far more than just Pride event
attendance. The Laing O’Rourke Pride Chairperson,
Craig Donachy, sits on the Europe Hub Inclusion Steering
Council, which reports in to our Global Inclusion Steering
Council. He’s also been working with colleagues in
Australia, sharing learnings from the UK. In a recent
internal survey, we discovered that 82% of our staff feel
confident in supporting their LGBT colleagues and that
72% feel confident in challenging discrimination towards
LGBT people.
These stats provide us with a grounding on which we
can develop and we won’t rest until 100% of our staff
are confident in supporting their LGBT colleagues, and
in challenging discrimination against them. Our efforts
have been successful so far, as is evident from our recent
Stonewall Survey results, which saw us jump up 53 places
in just 12 months.
DISABILITY
We have made it our mission to recognise people for
everything they bring to their teams, and not for what
sets them apart.
Kathryn Bergstrum
was born with
Cerebral Palsy and,
despite two degrees
and a wealth of part
time experience,
she struggled for
ten years to find
full-time permanent
employment. Over 200 job applications had failed before
her brother encouraged her to apply for a role with
Laing O’Rourke on the North Eastern Program Alliance
(NEPA) Level Crossing Removal Project.
After she was offered a health, safety and environment
role, Kathryn was invited into the office to explore the
adjustments needed to her workstation and general work
area to accommodate her needs. She has since proven
pivotal in helping us improve our inclusion policies, including
providing tips for overcoming barriers when trying to
enter the workforce as a differently-abled person.
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GENDER DIVERSITY
We have recently compiled a seven-step action plan
to tackle gender diversity. This is an ambitious strategy
guiding us in creating a workplace where we all belong.
1
GROUP COMMITMENT
We acknowledge that this will not happen by chance,
but by deliberate, courageous action.
2
TARGETS
We have pathways in place across our business
to develop and promote more women into senior roles,
and to attract and recruit women into our graduate
and early talent programmes.
3
HUB ACTIONS
Ensure recruitment strategy, training and work
practices are geared towards gender diversity,
including ongoing analysis of equal pay and
implementation of flexible working.
4
ONGOING COMMITMENT
Identify and remove bias from core processes and
build confidence through training and STEM programmes.
5
MEASURE AND EVALUATE SUCCESS
Report progress to the Executive Diversity & Inclusion
Council, the Board and the workforce via the
‘Knowing Our People’ Survey.
6
INFLUENCING THE INDUSTRY
We will champion our successes and share our
lessons, becoming a recognised and deserving industry
leader of diversity, innovation and excellence.
7
GET INVOLVED
We actively encourage our people to contribute,
from support groups and events to engagement
on both internal and external social channels.
RACE
As part of our commitment to improving the lives of
Indigenous Australians, Laing O’Rourke has renewed its
Indigenous Reconciliation Action Plan, endorsed by the
federal body Reconciliation Australia. Our involvement
on large-scale projects located in or close to Aboriginal
and Torres Strait Islander communities provides us with
a unique opportunity to make a significant contribution
to help close the gap between Aboriginal and nonAboriginal people.
Our past experience of working alongside Aboriginal and
Torres Strait Islander communities throughout Australia to
provide employment, training and local engagement
has provided us with a solid foundation to build upon
our commitment to Indigenous Australians. This includes
increasing awareness and engagement with our staff
on Indigenous issues within the organisation, building
commercial partnerships with Indigenous businesses
and widening our talent pool
of Indigenous Australians.
Laing O’Rourke Australia
Innovate Reconciliation
Action Plan
October 2019 – October 2021
Back in 2011, we were the first
major construction company
to develop a RAP and have
it officially endorsed by
Reconciliation Australia.