IPL Selected as a Member of Bloomberg's 2019 Gender Equality Index
Incitec Pivot has been selected for the 2019 Bloomberg Gender-Equality Index.
Incitec Pivot Limited (IPL) today announced that it is has been selected for the 2019 Bloomberg Gender-Equality Index (GEI) which distinguishes companies committed to transparency in gender reporting and advancing women’s equality.
Jeanne Johns, IPL Managing Director & CEO said “I am a great believer in having the right people in the right roles, regardless of gender or cultural background. Earning our place on the Bloomberg’s 2019 Gender Equality Index is testament of our Company Values and One IPL collaborative agenda”.
Peter T. Grauer, Chairman of Bloomberg and Founding Chairman of the U.S. 30% Club said “We applaud Incitec Pivot Limited for their action to measure gender equality through the Bloomberg GEI framework. IPL’s GEI inclusion is a strong indicator to its employees, investors and industry peers alike that it is leading by example to advance ongoing efforts for a truly inclusive workplace.”
“As a multi-geography and multi-cultural company, we have focused on strengthening company-wide collaboration, increasing employee engagement and expanding the diversity of our workforce to increase gender diversity by 10 percent year on year. But this is more than meeting a metric or measure, it’s about working in partnership with our customers on site to implement real and sustainable progress”, added Ms Johns.
One example of where customer collaboration is advancing gender equality is at the BHP Billiton Mitsubishi Alliance (BMA) Blackwater mine in the Bowen Basin. Through its Dyno Nobel Asia Pacific business, IPL provides a full service to BMA. Dyno Nobel’s operations at Blackwater is headed up by Dyno Nobel Site Manager, Alison Collins.
Ms Johns said, “Through shared values, and working in partnership with our customers such as BMA at Blackwater, we have not only improved gender balance and diversity across the site, we are also seeing a direct correlation with performance improvement”, Ms Johns said.
BHP Billiton Mitsubishi Alliance (BMA) ’s Blackwater Mine General Manager Tom Lukeman said, “Dyno Nobel has fulfilled our expectations in service delivery, and Alison and her team have also developed creative initiatives to attract and retain female talent”.
Ms Johns said, “We took an innovative approach at Blackwater, researching the local talent pool and developing family friendly rosters, resulting in a site with one of the highest female representations in the field, and on the front line.
“Partnering with our customers to attract and retain the right talent is vital in creating a world class, diverse workforce that improves performance and increases customer value and Blackwater is a great example of this in action”, Ms Johns added.
About Bloomberg’s GEI
Bloomberg Gender Equality Index doubled in size from 2018 and includes firms from 10 sectors headquartered across 36 countries and regions.
Bloomberg’s standardized reporting framework offers public companies the opportunity to disclose information on how they promote gender equality across four separate areas – company statistics, policies, community engagement and products and services. Reporting companies that score above a globally-established threshold, based on the extent of disclosures and the achievement of best-in-class statistics and policies, are included in the GEI. Demand for products and services using ESG data has seen a significant increase over the last years, as a growing number of investors are looking to incorporate environmental, social and governance data into their investment decisions. Still, currently only 10% of eligible companies are disclosing their workplace gender policies and practices.
Disclosures from firms included in the 2019 GEI provide a wide-ranging and comprehensive look at how companies around the world are investing in women. According to GEI data:
- Women had a 40% increase in executive level positions between fiscal years 2014-2017.
- 60% of firms conduct compensation reviews to identify gender-based variations in pay to close their average 20% pay gap (18% on average in the Americas, Europe, Africa and Middle East regions and 26% in Asia-Pacific).
- 34% have programs in place to recruit women looking to return to work after a career break.
- For U.S. employees, the average number of weeks of fully paid primary leave offered is 13 weeks, and the average number of weeks of fully paid secondary leave offered is 5 weeks.
- 43% of firms cover gender reassignment services in health insurance plans.
- 68% of firms evaluate all advertising and marketing content for gender biases prior to publication.
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IPL women on the frontline