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 new 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.

Gender Diversity Action Plan

Diversity of thought results in higher levels of innovation. 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. This does not take away from the importance of us continuing to develop teams that are diverse in many ways.

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.