Executive commitment key to recognition as Employer of Choice for Gender Equality, says Philips MD

MedTech News: Philips Australia, a global leader in health technology, received its fourth consecutive accreditation as an Employer of Choice for Gender Equality (EOCGE) Workplace Gender Equality Agency (WGEA).

Commenting on the citation from WGEA, Matt Moran, Managing Director at Philips Australia and New Zealand, said “Australian companies have been challenged to be more consciously inclusive, especially over the past two years as the COVID-19 pandemic has once again shifted expectations around what it means to be an inclusive and equal organisation.

“Philips has made Diversity, Equity and Inclusion an executive level strategic priority. Receiving this citation sends a strong message to candidates, our people and our industry about who we are and what we stand for. There is still more to be done, but achieving this citation again is recognition of our ongoing commitment to raising the bar to make our workplace a inclusive and diverse one” said Moran.

Mary Wooldridge, Director of the Workplace Gender Equality Agency (WGEA), commented “After passing through our evidenced-based benchmarking evaluations, our Employer of Choice for Gender Equality (EOCGE) citation holders are officially recognised as some of the best employers in Australia who are committed and dedicated to taking action in achieving gender equality.

“Critically, these organisations are delivering on a formula that sees better support structures in place for working families; stronger actions to address pay inequalities; and strategic recruitment and promotion practices that help to encourage the full participation of women in work.”

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Since 2018, Philips has made demonstrable progress to advance gender equality in its workplace, implementing several gender equality best practices such as expanded parental leave programs and flexible working arrangements. 52 weeks of fully funded superannuation is provided for those taking parental leave to ensure superannuation balances continue to grow throughout the entire parental leave period, in turn contributing to women’s financial stability and security when they retire. Moreover, a six month return to work financial benefit is offered to all parents to support the transition back to work, helping with childcare costs.

Across its operations, women make up 42% of its employee population, with 36% in senior roles. One area Philips has chosen to focus on in particular is building a pipeline and recruiting female engineers. By supporting experienced engineers nearing retirement with career transition plans and a shift to part time work, the company has expanded its graduate engineering program, with a strategic focus on recruiting female candidates. Through a job shadowing plan, experienced engineers are paired with graduates, facilitating the transfer of technical and customer knowledge before they retire.

Approximately 15% of engineers at Philips are women. By 2023, the company has set a target to reach 20% by continuing to ensure at least one female is on every engineer shortlist and interview stage and partnering with relevant industry bodies and universities to continue to attract female talent.