EVO LVE H O U S I N G A N N UA L R E P O RT 2 0 2 0 – 2 0 2 1
O UR OR G A NI S AT IO N EMPLOYER OF CHOICE
stones. This program enables us to demonstrate
Attracting highly skilled individuals into our organi-
our gratitude and appreciation for the continued
sation and ensuring that our employees feel valued
efforts and commitment our employees make. A total
is of great importance to Evolve Housing. To achieve
of 26 employees were recognised for service, with
these goals, we have increased the range of benefits
4 employees with tenure of 20 years, 5 employees
available to our employees. These benefits position
with tenure of 15 years, 12 with tenure of 10 years and
us as an employer of choice.
5 being recognised for 5 years of service.
FLEXIBLE WORKING
DIVERSITY
To ensure our employees can achieve optimal
Evolve Housing promotes an inclusive culture where
wellbeing and a healthy balance in their lives, we
we respect and embrace diversity and the uniqueness
promote flexible working. With the occurrence
of everyone. Cultural diversity is high within our
of the COVID-19 pandemic, our workforce has an
workforce with employees coming from varied cultural
increased need to work from home, which has been
backgrounds and speaking 24 different languages.
accommodated. In addition to working from home, 47% of our workforce leverage additional flexible
Our workforce represents a cross-section of ages
working arrangements including a compressed work-
and differing preferences in sexual orientation.
ing week with 9 day working fortnights, working part-
We actively support gender equality with 54% of our
time, taking flexi leave and purchasing additional
management roles being female, including 2 female
annual leave.
employees within our Executive team. In addition, our Board has 3 female Directors.
PARENTAL LEAVE During the year, we revised our parental leave policy
As a way of celebrating our diversity amongst the
offering our primary carers 8 weeks of paid leave and
team we recognised many key events during the year
secondary carers 2 weeks of paid leave. Since the
including International Women’s Day, NAIDOC Week,
policy was revised, many employees have been able
World Refugee Day and Chinese New Year.
to leverage these benefits upon the exciting event of the birth of their new children. We have thoroughly
PERFORMANCE
enjoyed being able to see our Evolve family grow and
100% of employees set performance goals aligned to
being able to financially assist our employees during
our Strategic Business Plan to ensure our organisation
this important life event.
as a whole is working toward achieving its strategic outcomes. A succession planning framework was
82
SERVICE RECOGNITION
implemented to evaluate employee potential for
Providing increased recognition of the service our
career progression and to align development needs
employees give to Evolve Housing and in turn to our
for career growth. In addition, the framework ensures
clients has been a focus for us this year. We intro-
the organisation has all critical roles filled by suit-
duced a service recognition program where recogni-
ably skilled incumbents and therefore ensuring the
tion rewards are provided at 5 yearly service mile-
continuity of our services to our clients.
