People
Women in leadership
AGL has a clear aspiration for the proportion of females in AGL's senior leadership pipeline (SLP) to reach 40/40/20. In FY25, we achieved 36.1%, a slight improvement on FY24. With a large proportion of traditionally male-dominated vocations, especially in the very stable workforce at our operational sites, achieving a 40/40/20 split for our overall SLP will take some time to achieve. The appointment rate of women to the Senior Leadership Pipeline decreased slightly to 41%, however, FY25 performance continues to reflect our ongoing commitment to gender diversity.
For FY23 onwards, the Senior Leadership Pipeline refers to employees in Management Groups A, B and ELT (correlating to Hay Reference Levels 18 and above) in accordance with AGL’s Position Framework. Up to and including FY22, this also included AGL's Executive Team. |
The appointment rate reflects appointments to vacancies managed by the AGL recruitment team and is external appointments only. For FY25, reflecting appointments to vacancies managed by the AGL recruitment team, the internal appointment rate was 33% (FY24: 45%), the change reflection the impact of a reduction in recruitment activity. |
Employees from Southern Phone Company (acquired during FY20), Solgen and Epho (both acquired during FY21) are included in FY22. |
Employees from Energy360 (acquired during FY22) are included from FY25. |
Data does not include 17 OVO employees (acquired in April 2024), as the payroll data system used by this business is not fully integrated with AGL’s systems. |