Transpacific’s plans to increase diversity across its workforce continues to make strong inroads, with a win at the Supply 
Chain and Logistics Association of Australia Awards (SCLAA) further cementing Transpacific as an employer of choice.
In the sixth annual Queensland awards ceremony, Transpacific was successful in taking home the Queensland Training, Education & Development Award, while HR Business Partner, Hayley Gibbs was a finalist in the hotly contested Queensland Future Leaders Award.
Transpacific CEO, Kevin Campbell, said the win was recognition that the business was moving in the right direction to increase diversity across the workforce.
“Research shows us that organisations that have gender balance tend to be more innovative, more efficient and more profitable.
“The men and women at Transpacific are doing a tremendous job, but we are enhancing what we already do well and that means we want to attract a wider group to consider working for us,” he said.
In the Queensland Training, Education & Development Award, Transpacific’s entry focused on its activities in the past twelve months to actively target the engagement of its workforce, and enhance the way they do business and attract and retain a more diverse workforce.
The activities were broad in scope but focused on several key areas including leadership; diversity (Indigenous, youth and gender); flexibility and recruitment.
In a relatively short period, Transpacific has already had several successes.
A number of leadership development programs have been rolled out across the business, with members of the senior executive, right down to frontline staff involved in the programs.
Recruitment of Indigenous employees has also made good progress. Following the launch of the Indigenous pathways program in 2012, Transpacific already has 26 full time Indigenous employees and has worked closely with an Indigenous mentor to ensure success in obtaining job outcomes.
Encouraging younger people to consider a career with Transpacific has also been a focus. In addition to having 343 trainees and 37 apprentices across the business, the GenR8 School to Work Program has offered a unique insight into the business and the opportunities available for the 17 students currently enrolled.
Without doubt, the biggest focus for the business however has been targeting gender diversity.
Inclusive in this has been a targeted and custom designed recruitment strategy to attract senior women to Tiers 2 and 3 of the business; the inaugural and ongoing rollout of the My Mentor 12 week mentoring program for women; and a targeted strategy to attract and retain female drivers. In its pilot period, this has already seen numbers increase, with one site of 27 drivers now made up of six female drivers, where previously it had none.
As a father of two daughters, CEO Kevin Campbell, has been instrumental in pushing this initiative across the business and from the senior executive down.
“This is not a job left to the HR team to manage. At Transpacific, we have established a Diversity Council consisting of the leaders who are responsible for pushing this critical business issue across our business.
“I have two daughters – one a lawyer and one in the rag trade – and have always encouraged them to do their very best at what they do and make the most of every opportunity.
“I like to think that Transpacific will provide those types of opportunities for women across Australia and New Zealand to do their best with us,” he said.
Transpacific HR Business Partner and finalist in the Queensland Future Leaders Award, Hayley Gibbs, agrees.
“I was honoured to be selected as a finalist in this category and I’m excited about the future of the evolving transport, logistics and supply chain industry.
“As a young woman graduating from UQ with Business Management and Human Resources qualifications, I suppose my choice to pursue a career in the male dominated transport, logistics and supply chain industry was somewhat unconventional!
“It has however, been extremely rewarding to break down some of the stereotypical gender and Gen-Y barriers.
“I’m now able to use my experience to help develop flexibility and gender balanced recruitment and development initiatives – fundamental things that will hopefully encourage more women to take a chance and think outside the box when considering their next career move,” she said.
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