Our people
Part of a connected team
We have a number of initiatives in place to ensure our team members feel connected and are heard such as:
- our monthly town hall meetings with business updates,
- direct contact with our CEO and Executive Leadership team and an online suggestion box
- our employee Viva Engage platform, available to everyone in the FleetPartners network
We also have bi-annual employee feedback surveys, to better understand how our team members are feeling about their work and career opportunities, and how we can respond.
Health and wellbeing
We are committed to ensuring our team members are provided opportunities to maintain and support their health and wellbeing both at work and at home. We’ve adopted numerous initiatives to assist this including offering:
- free flu vaccinations each year
- 2 CARE days per year
- 5 additional days of annual leave per year
- access to regular Medibank webinars
and, a range of other benefits to support physical, mental and financial wellbeing.
Team member development and mentorship
We aim to provide team members with meaningful work and development opportunities including internal mobility, study assistance, and mentorship programs.
All our senior leaders have participated in a leadership development program, aimed at ensuring that a common leadership framework of behaviours, mindset and language exists across the organisation.
Workplace flexibility
We understand the importance of balancing work, life and personal commitments. Fostering an environment that allows our people to create this balance, will ensure we can attract and retain a diverse and talented workforce now and in the future. This approach supports greater productivity, wellbeing and job satisfaction.
We’ve adopted initiatives such as “Dress for your Day”, which allows team members to choose what they wear based on their work schedule for the day and working from home arrangements, as well as flex start and finish times.
We’re also committed to supporting new parents. We offer:
- 16 weeks paid leave for primary carers, regardless of gender with no minimum tenure – inclusive of birth, adoption and surrogacy.
- 4 weeks paid leave to secondary carers, within the first 12 months of a baby’s life
- a 'keeping in touch plan' including 10 optional Keeping in Touch working days
- flexible return to work options
We were also one of the first companies across Australia and New Zealand to announce a paid miscarriage bereavement leave policy and we believe this responsiveness demonstrates the ongoing commitment to a supportive, equitable and inclusive workplace.
Diversity in the workplace
We offer an inclusive work environment for our diverse mix of people regardless of gender, age, disability, ethnicity, marital or family status, religious or cultural background, sexual orientation and gender identity.
Our Diversity, Equity and Inclusion working group is responsible for driving and embedding diversity across the Group. The working group is also responsible for arranging a range of events, one such example being an “Unlocking your Unconscious Bias webinar”, through the Diversity Council of Australia. The webinar explored how our own unconscious beliefs can impact who we are and how we behave, both personally and professionally.
Our commitment to diversity in the workplace is outlined in the Group’s Diversity Policy.
WGEA Employer of choice
FleetPartners is committed and proud to make gender equality an integral component of our workplace practice and business culture. The Workplace Gender Equality Agency (WGEA) has recognised our efforts and we have received their citation as an Employer of Choice for Gender Equality for the past three years, just one of a small number of leading domestic organisations to achieve this citation.
Gender Pay Gap Statement
FleetPartners is committed to fostering a workplace where everyone feels valued and has the opportunity to thrive, regardless of gender – read more in our Gender Pay Gap Statement >.
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