Achievements
In 2004 the engagement score of IAG employees surpassed the target of 49% and reached an overall rating of 53%
. In 2005 the target has been set IAG at 60%. While this increase is substantial, it reflects the significant improvements which are yet to be made. Employee input received through this survey will help foster an environment that encourages the development of new ideas and provides a strong sense of the organisation's purpose, which in turn will help build the business.
Challenges
The Group recognises that it needs to work on achieving a more balanced representation of men and women at the senior levels of the organisation. Senior management is made up of only 30% women and in executive positions, the figure is 15%. With women representing 58% of our workforce, it is acknowledged that there is room for improvement.
The benefit of having a workforce that better reflects Australia's diverse society is understood at IAG and it recognises that this is an area for improvement in 2004/05. The Group realises, for instance, that it is not enough to just report on the number of women and Indigenous Australians employed by the company. The goal for 2004/05 is to produce performance data on ethnicity, disability, age and women.
In the past year IAG did not meet its turnover target of between 13-17%. To maintain a solid employee base the Group realises it needs to be more attuned to issues causing its people to prematurely leave the organisation. In 2004/05 the Workforce Planning team will work closely with key areas in the business to assess their attraction and retention strategies and actions.
indicates that KPMG has provided assurance on the figures. For more information please see the Assurance statement.