While the proportion of new hires has remained relatively constant, turnover and attrition rates have fallen across most cohorts. The significant fall in turnover and attrition for the age 65+ segment reflects a reduction in the number of employees exiting AGL through AGL Loy Yang's voluntary redundancy program. Lower levels of male turnover and attrition are a function of the male dominated operational workforces which are regionally based and have high retention levels.
Download data contains total turnover, attrition and new hires by age, gender, location and contract type.
Calculated based on the total number of departures per FTE (full-time equivalent)
Includes fixed term, permanent full-time and permanent part-time employees on a FTE (full-time equivalent) basis. Excludes casuals, labour hire and contract workers.
In recognition that there is a greater diversity of gender identity within the workforce, AGL’s data systems have been updated to allow employees to record their gender as male, female or transgender. AGL will not report our people data based on male/female/transgender until the number of transgender employees recording their preferred gender in our employee systems reaches a threshold at which privacy can be protected.
FY20 data does not include Southern Phone Company's 131 employees and Perth Energy's 48 employees as they were not fully integrated into AGL's human resource systems as at 30 June 2020.