Health, diversity and development

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 virtual town hall meetings with business updates,
  • direct contact with our CEO and Executive team and a online suggestion box
  • our intranet which has regular updates

We also have quarterly employee feedback surveys, to better understand how our team members are feeling about their work and career opportunities.

Health and wellbeing

We care deeply about our team members and are committed to ensuring their health and wellbeing. We’ve adopted numerous initiatives to assist this including offering:

  • free flu vaccinations each year
  • 2 CARE days per year
  • 2 additional days of annual leave per year

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 with development opportunities including internal mobility, study assistance, and mentorship programs.

All our people leaders have participated in a series of two-hour virtual workshops and we also offer a trainee program. This program introduces talented, smart, motivated and highly-driven trainees into our business, while providing the trainees with fantastic business experience across operations, sales and customer service.

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 also leads to greater productivity, wellbeing and job satisfaction.

To ensure this, 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 Committee is responsible for driving and embedding diversity across the Group with committee members trained by the Diversity Council of Australia. The Committee is also responsible for arranging a range of events, one such example being “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.

FleetPartners hosted Empowering Change. Gender Equity – the second event in our annual Environmental, Social and Governance (ESG) Series. The ESG Series brings expert opinions to the fore and facilitates the meaningful exchange of information and best practices on a range of ESG topics. For the guests in the room and the hundreds that joined via the live broadcast, our esteemed panel including May Wong (CEO, BMW Financial Services Australia), Alexandra Goodfellow (Vice Chair, Korn Ferry Australiasia), Erica Edmonds (Partners, Workplace Investigator and EEO/Diversity Lawyer), and Paul McDonald (CEO, Anglicare Victoria). Moderated by Virginia Trioli, the event delivered a highly engaging and insightful outlook on the challenges and opportunities to advance the gender equity agenda in Australia.

Case study – Empowering women

Our vision is to inspire, develop and empower female employees by creating networking, ideas sharing and mentoring opportunities, as well as enabling women to have the opportunity to meet and learn from each other and build meaningful connections across the Group.

We aim to build confidence and independence by providing women with opportunities to learn new skills including wealth building, resilience training and how to juggle family life while still having a career.

Chief People Officer, Zoe Hugginson is leading the way as a member of G20 EMPOWER. The G20 EMPOWER Alliance is a collaboration of business leaders focused on accelerating women’s leadership and empowerment in the private sector. G20's remit to continue to address gender bias and advance gender equity, by driving continued and meaningful change now and for future generations.

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 the prestigious citation as an Employer of Choice Gender Equality. The WGEA recognition makes us just one of a small number of leading domestic organisations to achieve this citation and recognises our commitment.

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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