54 Woodside Petroleum Ltd|Annual Report 2018
In 2018, we maintained a ﬂat and ecient organisation to
achieve business priorities. Global headcount remained stable
at 3,662 and global voluntary turnover was 3.5% (3.2% 2017).
Building culture and capability
Woodside continues to build an inclusive, values-led, high-
performing culture. Outstanding leadership and capability
development of our workforce are key enablers in driving
Woodside’s future success. In response to employee survey
feedback and to provide greater clarity on the leadership skills
and behaviours required to deliver our growth portfolio, we
launched our revised leadership expectations in May 2018.
Building on foundations from 2013, a number of enhancements
were implemented to enable more targeted and eective
development of leadership capability and support our drive to
shift employee mindsets to ‘innovate, collaborate, accelerate’.
Our ability to grow outstanding leaders remains evident with
76% of senior leader appointments in 2018 coming from internal
promotions, an improvement on 68% in 2017.
+Positive progress against Woodside’s Reconciliation
+Increased female workforce representation
+Increased Indigenous workforce representation
+Increased membership of Woodside inclusion and
diversity community groups
+Delivered 145 new leadership development programs
across the business
Indigenous employment rate
2013 2014 2015 2016 2017 2018
2.6% 2.6% 2.7%
Inclusion and diversity
In 2018, we progressed our 2016-2020 Reconciliation Action
Plan (RAP) and commenced implementing an updated three-
year inclusion and gender diversity strategy.
Key statistics from the year show improvement across a
range of key indicators:
+Increased the directly employed Indigenous workforce
from 117 employees in 2017 (3.3% of total workforce) to
130 employees (3.7% of the total workforce and above
target of 3.5%).
+Increased the number of Indigenous tertiary scholarships
from 22 in 2017 to 34 in 2018.
+Increased female representation from 29% in 2017 to 30.4%.
+Increased senior and executive female representation from
17.6% and 23.9% respectively in 2017, to 19.3% and 24.4%.
+Decreased the voluntary turnover of female employees from
4.5% in 2017 to 3.6%.
+Increased membership of diversity and inclusion community
groups; Gender Equality Matters (increased 18%), Woodside
Reconciliation Community (increased 60%) and Spectrum
(employee network supporting a more inclusive working
environment for LGBTI+ sta, increased 21%).
Refer to Woodside’s website for more information.
Number of employees Percentage of total employees
We continue to grow outstanding leaders, build diverse capability, drive an inclusive high-performance
culture and optimise workforce performance.