Diversity and Inclusion
Laing O’Rourke is committed to attracting and developing the most talented people regardless of their race, sexual orientation, religion, age and gender or disability status. We continually strive to build a workplace that seeks out and values different perspectives and where all employees and stakeholders feel respected and that their opinion is valued. We promote a culture that embraces unique perspectives and where opportunities are realised based on skills and competence not race, gender or other preferences.
Setting an ambitious target for gender balance is a significant step in the process to deliver overdue change in a sector that continues to lack diversity. Becoming more diverse and inclusive is a key strand of the business’ mission to be the recognised leader for innovation and excellence.
Reconciliation Action Plan (RAP)
At Laing O’Rourke Australia we accept the challenges and opportunities of Reconciliation and the work required. Our Stretch Reconciliation Action plan provides clear direction and a delivery plan for our teams, as it includes our key deliverables, targets, initiatives and actions that we will integrate with the way we work.
Over the last ten years we have implemented policies and interventions to attract more women into our business, and to keep them. In 2018, our Australian business developed and implemented a Gender Diversity Action Plan calling out specific actions and initiatives to increase the pipeline of women in project leadership roles.
Since then, we have continued to push the boundaries, setting ambitious targets to achieve gender parity across our global staff by 2033. Our Gender Equality Action Plan, launched in 2024, sets out how we will achieve our market leading gender parity targets, through courageous change, honest conversations and building capability.
Gender Pay Gap
Every year the Australian business reports its Gender Pay Gap to the Workplace Gender Equality Agency (WGEA). For the statement published in February 2024, click here.
