We are committed to ensuring our staff are empowered through a supportive and rewarding work environment that provides equal opportunities and is free from discrimination.
Our policies and programs reflect QICGRE’s commitments to fundamental rights at work including diversity and equal opportunity, remuneration, retaining talent and workplace health and safety.
QIC measures the health of our culture twice a year through the QIC ‘Pulse’. Our results are very positive but we have a relentless focus on providing an inclusive and high performing culture for our people.
1Total QIC employees excluding external consultants
2 Maximum term employees on time-bound contracts
3 Project Workforce employees contracted to deliver a specific contract
*Approximate only of External Consultants based in QICGRE corporate offices. Methodology updated from 2017.
In addition, we have a highly successful and constructive relationship with Savills. Savills provides the majority of employees who work in our shopping centres.
Managing policies and practices
QIC’s HR & Remuneration Committee considers matters relating to human resource management policies and practices, including staff remuneration, diversity and inclusion, performance management, workplace health and safety, organisational structure and design and succession planning at the senior executive level and for other business-critical roles.
Performance and reward
A performance-based reward framework links performance payments to both investment outcomes and individual contribution to defined key performance indicators, measured through a formal annual performance management program (PMP).
Ongoing assessment and approval of remuneration
The HR & Remuneration Committee conducts an annual review of corporate and individual performance and taking into account industry comparisons and independent advice, which is provided to the Board and advises the shareholding Ministers. An Employment and Industrial Relations Plan is also approved annually by our shareholding Ministers as part of the Statement of Corporate Intent development process.
QIC supports ongoing professional development for all staff, as part of their PMP and career development plans. As part of this commitment, the QIC Leadership Excellence Program continues to be the flagship leadership development program to sustain and develop the leadership abilities of staff at QIC.
In addition, QIC's Emerging Leaders Program offers personal and professional development to its emerging talent. QIC has seen a very positive shift in leadership performance as a direct result of this investment, and we have seen talented emerging leaders step into levels of higher accountability and complexity.
QIC also offers professional development programs in the areas of presentation and communication skills, business writing, negotiation skills, and service excellence.
QIC continues to build a culture that is oriented on trust and delivery of outcomes, and encourages all employees to determine the flexibility requirements that are unique to them.
QIC offers formalised access to flexible working arrangements for all staff to support them in balancing their work and home lives, with options including working from home, paid parental leave, variable working hours and salary sacrificing for extra annual leave. In December 2017, over 85% of employees agreed that QIC allows them to incorporate formal or informal flexibility into their work routine (as measured through QIC's 'Pulse' survey)
In 2018, QIC made significant enhancements to our Leave Policy to ensure we have a leading approach to care for our employees. These changes include providing an additional 5 days of carer's leave per year, extending non-primary carers parental leave from one week to two weeks, and extending the eligibility timeframe for primary carer's parental leave from 12 to 18 months to more strongly encourage co-parenting in the early years of a child's life/adoption.
Health and wellbeing
QIC aims to provide a safe and healthy work environment and helps individuals manage their own health and reduce risks, through initiatives including healthy heart checks, ergonomic assessments, flu vaccinations, skin checks and weekly fruit baskets plus access to discounted health care and an annual allowance to contribute towards healthy living expenses.
Throughout 2018, QIC has offered a series of health and well-being 'Lunch and Learn' sessions which have focused on maintaining agility in times of challenge and change, resilience, maintaining a high performance mindset, stress mastery and mindfulness. This program has received overwhelming support from our people and is now something that will be an enduring offering.
QIC employs an outplacement services provider to help facilitate career transitioning and employability following instances of contract termination or redundancies.
Temporary transfer program
In 2018, QICGRE provided an opportunity for employees to be able to temporarily transfer (2 – 6 weeks) into another QICGRE team to build their skills and knowledge within the broader GRE division. Facilitated through an Expression of Interest process, employees were asked to indicate their team preference, what skills they would bring to the placement, and what they hoped to gain from the experience.
The program generated solid interest and throughout 2018 a number of QICGRE employees have completed temporary transfers into their preferred team. Home and host teams have included Lease Administration, Contracts Management, Design and Delivery, Investment Management and Leasing. The program has provided a fantastic opportunity for employees to gain on the job training and development, as well as increasing networking opportunities and exposure across GRE to highlight different career opportunities. Host teams have had the benefit of new insight from a new team member, which will advantageously contribute to our continuous improvement initiatives, and it is hoped that in the future host teams may seek additional access to the employee to assist during busy periods or employee leave coverage. QICGRE hopes to continue the program in 2019.
Leasing associate program
QICGRE has also launched a Leasing Associate Program - a 12 month entry-level program for those with aspirations to join the dynamic and challenging world of Retail Leasing.
The Program is designed to ensure that the Leasing Associate is set up for success through a thorough and customised induction, onboarding and training program including exposure to all relevant business stakeholders, rotations through QIC GRE and real-world leasing experience. In addition, the Program also provides the opportunity for the Leasing Associate to undertake a research project on an emerging retail trend and present back to the Retail Leadership Team.
So far, one QICGRE employee has successfully progressed through the Program into a Leasing Executive role, and a further two QICGRE employees are currently working through their 12 month Program. QICGRE hopes to continue the Program through additional places in FY2019.
International assignments and opportunities
QIC has initiated numerous secondment opportunities for Australian based employees to the US. This program creates exceptional development opportunities for identified talent. It is QIC’s aim to increase two-way flows of talent between Australia and the US.