Abstract

Asciano Limited is Australia’s only combined rail freight and port operator. It was first listed on the stock exchange in 2007 when it began extending its transport infrastructure portfolio by adding Pacific National and the Patrick container ports, port operations and stevedoring capabilities. It continues to add other Australian and New Zealand companies. Its legacy as a traditionally male-dominated workplace means that 7 of 8 Board members are men, the executive management team consists of 8 men (including the Chief Executive Officer/Managing Director) and 2 women and 10% of both managerial and non-managerial positions are held by women.

Asciano has a number of strategic diversity and gender equality initiatives in place. However, it needs to build a gender inclusive culture that empowers the employees and harnesses their differences to create innovative, market-leading customer solutions to grow the business.

How might the organisation achieve this? Read the case study here.

“We are very excited to be partnering with the Centre for Workplace Leadership, University of Melbourne in this key initiative as I believe this is an important step in assisting our business to achieve improvements in the gender diversity space.” – Christine Davall GM Rewards, Resourcing and HR Systems

 

Authors/Contributors

Avatar of Antonia Mochan Antonia Mochan
Leadershift Project Manager
Avatar of Dr Deborah Towns Dr Deborah Towns
Research Associate
Avatar of Dr Jesse E. Olsen Dr Jesse E. Olsen
Senior Research Fellow
Avatar of Katriina Tahka Katriina Tahka
Co-CEO, AHA!
Avatar of Laura Good Laura Good
Researcher
Avatar of Simon Corcoran Simon Corcoran
Co-CEO, AHA!

Research Project

This publication is an output of the project entitled: Case Studies.

 

Download (PDF)

Asciano: Communicating the Diversity Strategy throughout the Workplace