Endeavour Energy Annual Performance Report - Parliament of New ...

Equal employment
opportunity
As part of our ‘Bridging the Gap’
Aboriginal Employment Strategy,
we ran an Indigenous development
program in conjunction with TAFE.
Eleven participants commenced
the program, with two participants
commencing an apprenticeship with
Endeavour Energy.
We also developed a new program
to enable employees who are away
from the workplace for extended
periods on long-service, sick or
parental leave to keep in touch with
changes and information relevant
to their work.
To support working families,
Endeavour Energy continues to
provide an onsite childcare facility
at Huntingwood. Employees who
have children in the centre may pay
for the service from their pre-tax
earnings. In addition, we continue to
offer 14 weeks’ paid parental leave
(or 28 weeks at half pay) or one week
paid paternity leave to employees
after the birth of a child.
Endeavour Energy also began
the process of benchmarking
itself against similar organisations
to find other areas for
potential improvement.
Equal employment opportunity statistics
Trends in the representation of equal employment opportunity groups (% of total staff, excluding casual staff)
Representation
Benchmark
or target
(%) a 2006–07 2007–08 2008–09 2009–10 2010–11
Women 50.0 22 22 20.7 20.7 20.0
Aboriginal people and
Torres Strait Islanders 2.6 0.9 1 0.9 1.0 1.0
People whose language first
spoken as a child was not English 19.0 8 8 7.7 8.1 8.8
People with a disability N/A 4 4 3.9 3.7 3.6
People with a disability requiring
work-related adjustment 1.5 0.5 0.3 0.3 0.2 0.2
a Set by NSW Government
Note: Employee numbers are as at 30 June
Trends in the distribution of equal employment opportunity groups (Distribution Index)
Distribution Index Benchmark 2006–07 2007–08 2008–09 2009–10 2010–11
Women 100 100 103 105 106 105
Aboriginal people and
Torres Strait Islanders 100 96 97 100 99 94
People whose language first
spoken as a child was not English 100 112 115 116 113 115
People with a disability 100 99 101 103 104 104
People with a disability requiring
work-related adjustment 100 – – – – –
Note 1:
A Distribution Index of 100 indicates that the centre of the distribution of the EEO group across salary levels is equivalent to that of other
employees. Values less than 100 mean that the EEO group tends to be more concentrated at lower salary levels than is the case for other employees.
The more pronounced this tendency, the lower the index will be. In some cases the index may be more than 100, indicating that the EEO group is less
concentrated at lower salary levels.
Note 2: The Distribution index is not calculated where the EEO group or non-EEO group numbers are less than 20.
Endeavour Energy Annual Performance Report 2010–11
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