As we celebrate Families Week, we’re proud to share that Endeavour Energy has been recertified as a Family Inclusive Workplace, a recognition of our ongoing commitment to helping our people balance work, family and life.
Being family inclusive isn’t about one policy or program. It’s about creating a culture where people feel supported through different life stages. Whether that’s caring for children, welcoming a new baby, supporting ageing parents or managing unexpected life events.
Our recertification recognises the progress we’ve made, and the work we continue to do, to ensure everyone at Endeavour Energy can thrive both at work and at home.
Flexibility that works for real life
Flexibility is a cornerstone of a family‑friendly workplace at Endeavour Energy. We support a range of flexible arrangements, including part‑time work, purchased leave and supported transitions in and out of parental leave. The availability of specific arrangements depends on role requirements and business needs, ensuring flexibility supports both our people and the safe, reliable delivery of services.
This approach helps reduce work-life conflict while maintaining high performance and strong service outcomes for our customers and communities.
Closing the gender pay gap
Creating a genuinely inclusive workplace also means tackling structural inequities.
At Endeavour Energy, we actively measure and monitor our gender pay gap, alongside the uptake of flexible work and parental leave across genders and organisational levels. These insights help us understand where progress is being made and where further action is needed.
By supporting flexible work, normalising caring responsibilities and ensuring equitable access to career opportunities, we’re working to remove barriers that can contribute to gender pay gaps over time -particularly for women and carers.
This is ongoing work, and we’re committed to using data, feedback and employee insights to keep improving.
Parental leave for everyone
Welcoming a child is a major life moment, and everyone deserves the chance to be present during that time.
We offer 26 weeks of paid parental leave, available to all eligible parents regardless of gender, family structure or whether they are the birth parent. We’ve removed primary and secondary carer labels, reinforcing that caring responsibilities - and opportunities - are shared.
Importantly, the majority of parental leave is being taken by men, including in those senior leadership roles. This visible uptake is helping break down stigma, supports gender equality at home and at work, and sends a clear message that caring is a normal and valued part of working life.
Parents are also supported before, during and after leave, with options for flexible and gradual returns to work, keep‑in‑touch days, wellbeing support and ongoing access to flexible arrangements.
A culture of care - now and into the future
Our Family Inclusive Workplace recertification reflects more than policies on paper. It reflects a culture where leaders role model flexibility, employees feel safe to ask for support, and caring responsibilities are respected -not penalised.
As we mark Families Week, we’re proud of how far we’ve come -and clear‑eyed about where we can continue to improve. By listening to our people, strengthening our practices and sharing real stories, we’re building a workplace that supports families today and into the future.