We all belong

We want everyone to have their voices heard, feel valued and connected.

Diversity & inclusion at Aurecon

People are at the heart

We want everyone to know that Aurecon is a place where they belong, where they feel connected, where they can develop and have equal access to opportunities.

Where each person can celebrate what makes them unique and celebrate the communities to which they belong. Where the stories of our colleagues enrich us, and we can actively encourage and support one another.

We will lead in creating a new experience of work, which honours our people, their uniqueness, and their personal circumstances. Whether that means working part time, taking leave to return to country (as an Australian Indigenous person), feeling comfortable disclosing a disability, working flexibly, or easily using the name or pronoun of your same-sex partner.

At Aurecon people are at the heart of everything we do – the people we work with and the people we design for – and we love our differences.

We want everyone to have their voices heard, feel valued and connected. For when we celebrate the best of ourselves and others, we can transform great ideas into better outcomes. This is how we live our purpose of bringing ideas to life.

William Cox, CEO

Aurecon CEO

A workplace where our people feel valued, have a sense of belonging, can contribute without fear of discrimination or retaliation, and have equal access to opportunities.

We have prioritised diversity, equity, and inclusion in our organisational strategy. Having leaders who believe diversity, equity, and inclusion is an important human rights and business issue, is driving change in our culture. Through inclusive language and behaviours, we are creating a culture that:

  • Makes everyone feel they can bring their whole self to work and reach their full potential inclusive of all cultures, abilities, ages, ethnicities, religious beliefs, sex, genders, gender identities and sexual orientations
  • Rejects harassment, bullying, discrimination, and stereotypes and actively supports difference, builds connections, and provides psychological and cultural safety, where people can be themselves and express contrary opinions without negative consequences

Our focus is on leadership, policies, language and behaviour, and targets. That is how we reach our diversity and inclusion commitments. Through collaborative ways of working, and the actions and words of our leaders and our people we bring our policies – which are explicitly inclusive – to life.

Diversity & inclusion at Aurecon

When our people feel the impact of our diversity and inclusion initiatives, that’s when they start to feel valued. It is this sense of connectedness that leads our people to bring their best ideas to support innovation.

An inclusive culture We are committed to building an inclusive culture for the wellbeing of our people and to deliver better outcomes for our clients and communities.

Diversity is a collection of individual attributes that can include demographic diversity, cognitive diversity, personal and professional background and lived experience.

Diversity comes in all shapes and forms. We welcome all dimensions of diversity. Everyone is unique, and at Aurecon, we respect that difference and value each person for their uniqueness. Our differences are our strength.

We believe innovation is essential to building an organisation ready to capture the future; and to thrive, a culture of innovation needs both demographic diversity, and diversity of thought.

We have built our diversity and inclusion commitments on a foundation of integrity, equality, and respect for people. Without our people, our Blueprint strategy is simply words on a page. By living and applying the Aurecon Attributes and Aurecon Principles in the way we work, we create an environment where our people are as diverse as the clients and communities we serve and where they can do their best work and flourish.

We have interventions in place to disrupt systemic bias and to create equitable access to opportunities to ensure equality of outcomes for everyone. Our initiatives and policies support our culture through:

  • The principles of equal opportunity employment
  • Fair and equal treatment for all employees
  • Providing a fair and safe workspace

In Asia, Aurecon has implemented a programme aimed at building the diversity and inclusion culture through education, training and featuring stories of various individuals on internal platforms; and at achieving a fair representation across gender and ethnicity in the workforce across all Asia offices through recruitment, promotion and mentoring programmes.

To date, Asia has a healthy representation of its workforce across age groups and has a larger female population contributing to the Aurecon Asia business.

A diverse workforce We build diverse teams, so we can frame and solve our clients' and society's most complex problems in unconventional and distinctive ways.

Diversity & inclusion at Aurecon

Bringing a diverse and inclusive workplace and workforce to life

While we actively pursue diversity to complement each team and consider the widest possible definition of diversity, we currently focus our commitment to building a diverse and inclusive workplace culture in three areas.

Click on the icons below to learn more.

We aim to improve gender representation in our workforce and leadership, and to play our part in progressing gender equality. We do this for each Aurecon employee, for Aurecon, for our clients and for the communities in which we live, work and play.

Our focus is mostly on professional roles, technical roles, and leadership positions.

Aurecon holds an Employer of Choice for Gender Equality (EOCGE) citation from the Workplace Gender Equality Agency (WGEA). We use this citation ― received for our commitment to promoting gender equality in Australian workplaces ― as a framework for our gender equality strategy. While this is a journey, we continue to make progress on our goal to disrupt gendered expectations and norms and seek genuine choice and opportunity for all employees.

Aurecon is also a founding member of The Diversity Agenda in New Zealand. In February 2020, as part of our continual diversity and inclusion aspirations, we signed the Diversity Agenda’s Diversity Agenda Accord.

William Cox, Aurecon’s Chief Executive Officer and Louise Adams, Chief Operating Officer, are both members of industry-specific Champions of Change groups. William is a member of the STEM group and Louise is a member of the Consult Australia group.

We work towards gender equality by:

  • Ensuring a gender lens over the employee lifecycle
  • Setting gender targets
  • Conducting quarterly pay parity audits and remedying any emerging gaps
  • Providing support for parents and flexible working in Australia and New Zealand, and to some extent, in Asia
  • Implementing a policy to support victims/survivors of domestic and family violence in Australia and New Zealand and providing support as needed in Asia
  • Taking action to prevent and respond to sexual harassment

Gender equality By improving gender representation of our leaders and workforce

Aurecon is a Workplace Gender Equality Agency (WGEA) Employer of Choice for Gender Equality with a focus on the lived experience of our peopleFlex Able Certification is awarded to organisations and the company's employees work to ensure flexible work options are a reality.

Gender equality initiatives include:

Pay parity audits

Aurecon conducted its first like-for-like pay equality review during 2015 in Australia, and in 2017 in New Zealand. Today Aurecon conducts quarterly reviews and remedies any emerging gaps.

William Cox, Aurecon’s Chief Executive Officer, is a Workplace Gender Equality Agency (WGEA) Pay Equity Ambassador.

Recruitment and gender targets

Aurecon is building a culture of genuine inclusion to increase female representation. Aurecon’s actions range from recruitment through to progression and retention. Aurecon sets targets to accelerate change. Targets bring a spotlight to barriers to recruitment and progression and they encourage deliberate behaviour to counter systemic and human bias.

Aurecon sets gender targets at three levels:

  1. At the overall percentage of women in the workforce level
  2. At graduate intake level
  3. At management levels, which are pipelines to leadership positions

Investing in our people

Our development initiatives to help us deliver on our inclusive diversity commitments include:

  • Leadership development: In 2021 Aurecon will re-launch a comprehensive set of inclusive leadership development experiences. We have developed all programmes with equity and equality in mind and use a range of online cutting-edge platforms, providers, and delivery formats.
  • Aurecon Design Academy: Three-year training programme aimed at developing future Design Directors through a series of intensive and distance educational interventions for a group of senior technical practitioners selected as Design Scholars
  • Aurecon U and LinkedIn Learning: Digital learning platforms designed to advance technical expertise, improve business acumen, build leadership capability, and support career aspirations
  • Careers hub: custom built hub on the company intranet to help foster career growth and help Aurecon employees understand the availability of career paths and opportunities
  • Emerging Professionals Programme (EPP): Aurecon’s Graduate Programme
  • i40: skills development programme focused on: design thinking methodology, strategic conversations, visual thinking, facilitation, and design
  • Mentoring for Success Programme: Formal mentoring programme partnering experienced employees with more junior employees, focused on developing leadership skills, technical expertise, project management skills and client skills
  • Project Leader/Project Management Skills: The Aurecon Project Leader Capability Development Programme provides a career development path for emerging and existing project leaders. The programme allows participants to share experiences and apply practical solutions to successfully manage Aurecon's risks and deliver projects effectively.

Three policies which support gender diversity and inclusion:

Parenting support

Aurecon’s Shared Care parental leave policy, introduced in late 2017 in Australia and New Zealand, aims to help disrupt gender stereotypes around parents’ working and caring roles. The policy provides financial incentive options that support all parents to step into primary carer roles and play a more active part in caring for children. These incentives apply during a child’s first year of life.

Shared care is inclusive of all families including same sex relationships, and is available to birth parents, adoptive, surrogate, and foster parents. Shared Care is part of an over-arching policy to provide our people with genuine choice about how they balance work and caring responsibilities.

Additionally, Aurecon has also partnered with Talking Talent, a global coaching consulting provider, to provide targeted support to parents, carers, and their managers.

Workplace flexibility

We all have different reasons and motivations for working flexibly, which is why Aurecon’s flexible working policy (Australia and New Zealand) provides the opportunity for everyone, in any role, to consider how, when and where they work and how they can perform at their best while managing commitments outside of work. We embrace work-life balance from the top down and all our leaders receive training in what kinds of flexible work options are possible and how to accommodate these within their teams.

To provide our teams with better leave options to celebrate significant cultural dates, we have extended our flexible ways of working to include a cultural public holiday swap. This practice allows everyone in Australia and New Zealand to swap out up to two public holidays per year to celebrate festivals or special days that are more important to them and for which there are no official public holidays.

Intimate partner, domestic and family violence (Australia and New Zealand)

Aurecon acknowledges intimate partner, domestic and family violence as a workplace issue. We provide leave, financial, and administrative support to employees experiencing domestic and family violence and referral to external support services.

Our commitment to gender equality and a flexible working culture has seen us receive the following awards and recognition:

Aurecon is dedicated to improving LGBTI+ inclusion.

Three initiatives that support LGBTI+ inclusion are:

Aurecon Pride

We established Aurecon Pride – our network for leaders and employees who identify as lesbian, gay, bisexual, transgender or intersex and other members of the community (LGBTI+) – in 2014.

Aurecon strategically drives LGBTI+ inclusion through its Aurecon Pride Action Plan, which was developed with guidance from Pride in Diversity.

Pride in Diversity is Australia's first and only not-for-profit workplace programme designed specifically to assist Australian employers with the inclusion LGBTI+ employees.

The Aurecon Pride action plan for Australia and New Zealand focusses activity to increase LGBTI+ inclusion and aims to:

  • Create a safe and inclusive environment where people can be their true selves
  • Increase staff engagement in a work environment that is respectful and inclusive of individual difference
  • Mitigate harassment, bullying, and discrimination risks, be compliant, and promote a genuine duty of care to our people
  • Build the Aurecon brand, enhancing our reputation and communicating our commitment to diversity and inclusion
  • Become an employer of choice in competitive markets by attracting, retaining and engaging the top talent


Aurecon is playing a broader role in addressing the significant under-representation of LGBTI+ members in STEM. We are doing this by co-founding:

  • LGBT+ in STEM – a New Zealand professional networking group and support platform for LGBTI (lesbian, gay, bisexual, transgender and intersex) individuals aimed at improving the visibility of LGBTI in workplaces
  • InterEngineer in Australia for LGBTI+ individuals and allies working in the engineering sector

In January 2019, Aurecon became the first consulting engineer in New Zealand to be Rainbow Tick certified. We maintained our accreditation in 2020 and 2021.

The Rainbow Tick is a quality improvement cycle designed to make an organisation a safe, welcoming, and inclusive place for people of diverse gender identity and sexual orientation.


In November 2020, Aurecon, along with engineering peak body Engineers Australia, led the establishment of InterEngineer, a network of representatives from 10 organisations in the engineering sector.

InterEngineer is a network of LGBTQIA+ engineering professionals and allies from metro, regional and remote Australia. Created by organisations across the engineering sector to support LGBTQIA+ professionals and allies in the workplace through networking, leadership, and advocacy for greater inclusion practices.

InterEngineer’s mission is to bring together the LGBTQIA+ community across the engineering profession. With the aim of increasing visibility and advocacy for LGBTQIA+ people and groups currently in the industry and providing a conduit to engage with students, remote/regional populations and other underrepresented communities.

Our commitment to LGBTI+ inclusion has seen us awarded with:

  • Silver Employer in Pride in Diversity’s Australian Workplace Equality Index (AWEI) in May 2021. Bronze Employer status in May 2019 and May 2020.
  • Highly Commended in the Partners Life Emerging Award category at the 2019 New Zealand Rainbow Excellence Awards

LGBTI+ inclusion By addressing the significant under-representation of LGBTI+ members in STEM

Australian Workplace Equality Index recognise Aurecon as a Bronze employer in 2022Aurecon first NZ engineering company to achieve The Rainbow Tick

Aurecon deeply respects and acknowledges the First Peoples of Australia and New Zealand. Our commitment is to create sustainable and meaningful relationships with Aboriginal and Torres Strait Islander peoples in Australia, and Māori and Pasifika in New Zealand.

We demonstrate our commitment in the following ways:

Indigenous inclusion in Australia

In Australia we drive progress through the Reconciliation Action Plan, where we bring ideas to life in the following areas:

  • Creating meaningful career pathways for Aboriginal and Torres Strait Islander peoples. First Nations work experience students, cadets, interns, and grads join Aurecon each year.
  • Connecting Aurecon’s people, clients, and community partners to, and raising awareness of, Aboriginal and Torres Strait Islander cultures through training, storytelling and celebrating periods of recognition such as National Reconciliation Week and NAIDOC Week.
  • Creating cultural safety for First Nations employees through appropriate team training, visual symbols (eg. office plaques acknowledging local traditional custodians), regular Acknowledgements of Country, policies that support culture, such as Sorry Leave.
  • Collaborating on sustainable procurement partnerships with Aboriginal and Torres Strait Islander owned enterprises, based on trust, mutual respect, and a shared passion to support social outcomes through economic returns. Aurecon is a member of Supply Nation.
  • Undertaking Engineers without Borders projects in Indigenous communities

Partnerships and scholarships

  • Aurecon has signed an industry-first partnership with engineering start-up, Elevate Consulting Engineers to create business, employment and sustainable development opportunities for First Nations communities across Australia. Learn more about this partnership.
  • Accessing clean drinking water is a challenge for remote communities in Australia. Aurecon partnered with Ampcontrol to create a breakthrough off-grid water purifying system for use in remote Indigenous communities. Since installing the Gilghi unit in 2019, the people of Gillen Bore can turn on the tap and know that safe, clean drinking water will run straight into their glasses. Learn more.
  • Since 2013, Aurecon has been partnering with University Technology Sydney to develop future Aboriginal and Torres Strait Islander leaders through the Galuwa Engineering and IT Experience. A week-long program held by University of Technology Sydney for Indigenous high school students to discover the opportunities that studying engineering or information technology can provide.
  • The partnership with University Technology Sydney includes delivery of a three-year Galuwa Indigenous Scholarship. The scholarship provides financial support, mentoring, paid work placements, and pastoral care support for Aboriginal and Torres Strait Islander students seeking support to successfully complete an engineering degree. Joshua Pye is an undergraduate student at University of Technology, Sydney and the inaugural recipient of Aurecon’s Galuwa Scholarship. You can learn more about Joshua’s journey with Aurecon in the case studies section of our RAP.
  • Partnering with Engineering Aid Australia, University of Sydney, and Curtin University, to implement the Indigenous Australian Engineering School (IAES) programme.
  • Aurecon engages First Nations owned suppliers through its Australian strategic sourcing and procurement practices. These include Position Promo – an Indigenous business, certified by Supply Nation, and Aurecon’s preferred supplier for promotion and marketing products. You can read more about our partnership with Position Promo in the case studies section of our RAP.

Indigenous inclusion in New Zealand

In Aotearoa New Zealand we are committed to te ao Māori. Our Māori Strategy – He Rautaki Māori – sets out how we as individuals, and as an organisation, can work together to achieve an authentic commitment to te ao Māori and Te Tiriti o Waitangi (Treaty of Waitangi).

To embed the strategy into the organisation, Aurecon is focussing its efforts on four key areas: knowledge & capability, relationships, policies & systems, and outcomes for Māori.

Outlined below are some of the ways we are bringing He Rautaki Māori to life:

  • Appointment of Aurecon’s first Pou Ārahi Māori Leader to drive significant progress in strengthening and maintaining Te Tiriti o Waitangi based partnerships with mana whenua and Māori
  • Driving improved capability across Aurecon that increases understanding of Mātauranga Māori, tikanga, protocols and strengthened relationship management with Māori
  • Motivate, coach, enable and support decision-makers, senior leaders, and employees to increase their:
    • Te ao Māori skills and knowledge
    • Confidence and ability to correctly apply Te Tiriti o Waitangi and Māori responsiveness to their work
    • Ability to deliver on outcomes for Māori
  • Strengthening and growing Aurecon’s Māori Cadetship Programme
  • Partnering with TupuToa since 2019 to bring more Māori and Pasifika interns and graduates into the business. The TupuToa internship programme is a pathway that provides professional opportunities for Māori and Pacific tertiary students into corporate, government and community organisations
  • Partnering with Māori immersion secondary schools to help students with their maths and science and introduce them to the work of engineering, and the school students assist our young professionals by teaching them tikanga principles
  • Incorporating mātauranga Māori and te ao Māori into the delivery of the work we do with clients

Indigenous inclusion By creating sustainable and meaningful relationships with Indigenous Peoples

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