Article submitted by Engineers Australia’s International Women’s Day Event Partner, AECOM.
Forget the 9-to-5 grind and book-ended by peak hour traffic. Workplace flexibility and more inclusive leadership are the way forward, with global companies changing workplace cultures to suit the large influx of millennials chasing big dreams and the right environment to make them a reality.
For all its contributions to the betterment of our cities, the infrastructure industry has earned – perhaps unfairly – the reputation as a cumbersome giant with many slow-moving parts and a rigid, conservative workforce. However, with innovation driving new technologies and younger, more agile employees influencing company culture and demanding more balance in their careers, what constitutes a day’s work is changing fast.
Today’s engineers share the drive of their predecessors – a desire to be involved in iconic projects that shape the cities in which they work and live. However, this new breed wants more input into the conversation, more responsibility and greater choice in where and when they deliver their work. As the infrastructure industry has joined other sectors looking to attract a more diverse workforce to spur innovation, the limitations of traditional start and finish times and male-dominated leadership teams are becoming much less the norm.
AECOM Senior Human Resources Business Partner Lisa Cronk, who is a motivating force behind the company’s endorsement of workplace flexibility and gender diversity, said industry stakeholders are working hard and collaboratively to change its ‘old school’ perception.
“We recognise having genuinely diverse teams and removing some of the constraints of set start-finish times and working in a traditional office environment is enticing bright, new professionals to our business,” Ms Cronk said.
“Our philosophy is that if it works for the client, your team and for you – it works for us. By giving everyone the technology to work from home or remotely, removing firm start-finish times and measuring our team members performance by their results rather than where or when the work is completed, we are seeing improvements in the diversity of people joining the business. Our people feel trusted and supported, not only in their role with us, but in their pursuit of outside interests, such as study or competitive sport.”
AECOM welcomed 175 graduates across Australia and New Zealand in its 2017 cohort, of which almost 50 percent were women. The integrated infrastructure firm has also introduced a number of genuine workplace flexibility options that can be utilised by all employees.
The infrastructure industry is only at the beginning of this journey, and for some, the cultural shift is confronting. However, with industry leaders ‘beating the flexibility drum’ and creating a culture where team members are able to fully contribute, no matter where or when they choose to work, the early indications are promising.
Flexibility attracts and retains talent, and talent gives engineering the muscle it needs to tackle whatever challenges the future may bring.
Image: iStock.
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