Developer and landlord of Build to Rent communities Mirvac is the most gender equitable company according to gender equality data provider Equileap.
The Mirvac team reports regularly against a range of diversity and inclusion targets, which look right across the employee lifecycle including gender equitable recruitment practices, ensuring a diverse pipeline of talent and successors and monitoring promotion, remuneration and turnover data for any signs of bias.
“We commend Mirvac on their number one position globally and for being the first company to hold the top spot two years in a row. Their commitment to transparency and focus on addressing gender equality issues has allowed them to sustain a lead position in a year when we have seen signs of new momentum with average scores rising across the board. It is particularly encouraging that this leadership comes from the construction and property sector, demonstrating that male dominance is not inevitable in any industry and that the opportunities created by gender equality are available to everyone. Congratulations to the Mirvac team.”
Diana van Maasdijk, CEO, Equileap
This year, Equileap researched 4,000 companies globally and ranked them based on 19 gender equality criteria, including gender balance across the workforce, gender pay gap, paid parental leave and non-discriminatory hiring and promotion, and supply chain safety.
The participating companies are all publicly listed and have a market capitalisation of over USD$2bn.
“We are incredibly proud of this recognition today. We have worked hard on real implementation and change for ten years to be recognised as leading the way in gender equity, not just in Australia but globally. Susan Lloyd-Hurwitz led this approach together with our Board and senior leadership team, prioritising our inclusive culture right across our business, in a genuine and authentic way – it is not simply a case of stated quotas and policies.
“While we are delighted with our progress and impact to date, our work is ongoing. The property and construction sectors have made excellent progress, but there is more to be done and Mirvac is fully committed to achieving the aspirations of the Respect@Work legislation, and to strive for our sector to be a place where everyone feels they belong.
“Moving forward we are broadening our diversity and inclusion strategy – our Belonging Strategy aims to foster an inclusive environment where everyone can ‘be you and belong’, and we are proud to be launching our first official LGBTQ+ working group, the Mirvac Pride Committee, which will provide advice and recommendations on emerging LGBTQ+ issues, policies and initiatives, and has also been tasked to develop and launch the Mirvac Pride Ally Group. We know this will help to further strengthen our culture, but also has a huge positive impact on engagement and productivity levels.”
Campbell Hanan, CEO & Managing Director, Mirvac Group
Mirvac initiated flexible working several years ago and has an ongoing investment in women’s mentoring programs.
The company aims to pay close attention to its gender pay parity analysis, where it has maintained a zero-pay gap for like-for-like roles for the past seven years.
“Our experience with over ten years of focus and sustained effort around gender equity and diversity is that it’s not just the right thing to do – it is actually best practise for business. It makes commercial sense to foster a diverse and inclusive culture, and that has certainly been our experience at Mirvac.”
Susan Lloyd-Hurwitz, CEO and Managing Director (MD) and current President of Chief Executive Women
In addition to Mirvac’s standard 20 weeks paid parental leave and four weeks paid partner leave, the company pays superannuation on periods of unpaid leave and works with employees to make sure that flexibility is built into parental leave programs.
Mirvac also provides support for any employees affected by domestic and family violence, including paid leave, financial assistance and counselling, as well as training for managers on how to recognise and support employees who may be impacted.
