Commentary - Santos

Corporate Governance
(continued)
Diversity objectives and progress
Objective
1. Representation
Increase representation of females and
Aboriginal employees at Santos. In
particular, increase representation in the
non-traditional areas such as apprentices,
trainees and graduates.
2. Leadership and culture development
Deliver development solutions to remove
gender bias and create an inclusive culture.
3. Personal and career development
Equal representation of women and men to
receive opportunities for in-house
development programs.
4. Systems and processes
Review practices to identify inequities,
specifically review gender pay equity and
take necessary actions.
Initiatives and progress
• A 2% increase in the overall number of female employees was achieved. 27% of Santos’
workforce is now female.
• Hiring practices and leadership coaching focused on removing gender bias has resulted in
34% of new hires being women in 2012 compared with 27% representation across Santos.
• The Santos Graduate Program continues to drive gender balance in the engineering and
geoscience pipeline, with 42% of graduates employed in 2012 being female.
• Santos has increased Aboriginal workforce participation in the energy and resources sectors
through creation of 137 employment, education and training opportunities within Santos
and its contractor companies, of which 81 were created in 2012. A further 135 opportunities
have been created within the GLNG Project. Roles created include cadetships, traineeships
and apprenticeships.
• The Code of Conduct was re-launched in 2012. In conjunction with that re-launch,
EEO, workplace harassment and bullying legislation regulations were reinforced by increased
training to over 98% of employees.
• Workforce flexibility policies and practices have been reinforced and Santos had a 100%
return rate of employees from parental leave.
• Diversity awareness tools were embedded into leadership development programs to ensure
that the drive for diversity is part of the overall Santos system.
• Female representation at the Company’s in-house development programs increased by 18%,
and female participation at technical development programs increased by 14%.
• The company-sponsored MBA program continued to drive the development of women in
management positions and strengthen their networks. In 2012, 26% of participants in the
MBA program were female.
• Personal development programs such as confidence building and resilience tools were
introduced to assist employees with their ability to manage work/life balance challenges.
• Policies have been reviewed, updated and communicated as outlined above in relation to
Diversity Objective 2.
• Service providers are measured on their ability to provide diverse and gender balanced
candidate pools.
• Recruitment practices have been upgraded to ensure we seek and attract a more diverse
candidate pool for trade and technical/science-based positions.
• Improved reporting systems to track participation in indigenous recruitment and
development have been implemented.
5. Government and industry
participation.
Involvement with initiatives designed to
improve gender equity.
• The pay equity review process is conducted on an annual basis. This year’s review continued
to highlight that there was no significant difference in pay levels for male and female
employees in similar roles.
• Santos continued its involvement with the Gender Equity Project (GEP), an initiative driven
by Melbourne Business School and industry partners to produce research and interventions
that will drive awareness and improvement in gender balance across the country.
• Santos continues to support industry and community initiatives designed to improve gender
equity including Women in Resources South Australia, Boardlinks, Women on Boards and
Australian Institute of Company Directors programs.
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