Updating Results

WSP NZ

4.1
  • #9 in Engineering consulting
  • 50,000 - 100,000 employees

Diversity and Inclusion at WSP

WSP is making great strides in becoming a more diverse and inclusive organisation with inclusive policies and measurable outcomes. Its D&I Advisory Group advocates for our people, holds the business to its D&I Action Plan delivery, and champions change through sharing experiences and growing awareness.  

Gender

WSP recognises the need to continue to support women and other minority genders in the engineering and built environment industry, which is why gender is one of its Diversity & Inclusion (D&I) Strategy pillars. WSP do this by supporting its people throughout their careers, addressing pay parity issues, actively dismantling barriers to equality, and encouraging increased gender diversity in STEM.

  • In August 2018, WSP started the initiative to understand and address any pay gaps. After identifying a 7.5% pay gap for people performing similar roles, WSP closed the pay gap with a remuneration adjustment. With tracking on a regular basis, the latest review in May 2020 showed there is currently only a 0.3% pay gap for all engineering consultants across WSP, which is statistically tolerable. New Zealand is the first region in the WSP global network to implement the pay gap removal.
  • WSP understands that gender equity requires an ongoing focus. The organisation has implemented a gender lens on critical points in the employee cycle: selection of talent, development opportunities, and promotions. Each year, approximately 10% of WSP employees progress in their career through promotion or attainment of professional accreditations. On average, females progress at same rates as males. In the most recent promotion window, females comprised 38% of promotions vs. making up 30% of the population.
  • WSP has consciously looked at the diversity of its New Zealand Leadership Team (NZLT) to ensure there is diversity in its critical strategic decision making. Since the new structure was implemented in 2018, the NZLT has grown from 20% females to 42%.
  • WSP celebrates International Women’s Day each year with week-long events. Some events include highlighting the success of women at WSP and supporting charities that empower women, such as Dress for Success.
  • In 2019, WSP implemented an industry-leading Parental Leave policy, in which its employees receive a top up of government-funded parental leave to full salary for 22 weeks. The policy also includes 2 weeks paid partner’s leave, annual leave accrual at full rate, and continued eligibility for full remuneration reviews.
  • WSP is a founding member of the Diversity Agenda, which strives to have 20% more women in engineering and architecture roles by 2021. WSP has also signed the Diversity Agenda Accord, which holds WSP publicly accountable for achieving a truly diverse industry.
  • WSP has seen an improvement in its gender diversity through its recruitment. The 2020 Graduate Programme intake was 36% female, and the 2021 Graduate Programme intake was 49% female.

2018 International Women's Day Interview with Cara Berghan

As we celebrate International Women’s Day 2018, we continue to #PressforProgress​. To us, this means creating an inclusive gender-balanced workforce to serve our clients. Together, our talented women and men, are empowered to collaborate and deliver societies that thrive. Here is one of our talented women Cara Berghan.

2018 International Women's Day Interview with Cara Berghan

As we celebrate International Women’s Day 2018, we continue to #PressforProgress​. To us, this means creating an inclusive gender-balanced workforce to serve our clients. Together, our talented women and men, are empowered to collaborate and deliver societies that thrive. Here is one of our talented women Cara Berghan.

Māori and Pacific

WSP supports employment opportunities and initiatives for Māori and Pacific through building effective partnerships with Iwi/Māori and Pacific directly and supporting the pipeline for future employees, promotion, and retention.

  • WSP has a national Māori Services Consultant to ensure it respects Iwi’s legislation and cultural needs. The consultant is part of the Cultural Advisory & Iwi/Māori Engagement team that also share Te Ao Māori and Tīkanga internally to educate and inform WSP employees.
  • WSP is a partnering organisation with First Foundation and supports Māori and Pacific students to obtain a university degree and with work experience through its the Te Taumata Tiketike Scholarship.
  • WSP is a Waka Hourua sponsor of South Pacific Indigenous Engineering Students (SPIES) at the University of Auckland. Through the sponsorship, WSP provides the students with workshops and networking opportunities.
  • WSP is a scholarship sponsor of TupuToa, providing summer internships and career pathways for Māori and Pacific Island students into its professional sectors.
  • In partnership with Papa Pounamu and the New Zealand Planning Institute, WSP has sponsored the Papa Pounamu Whakatutukitanga Scholarship, which financially supports a planning student in promoting and creating Māori participation in the planning profession. WSP also provides the scholarship recipient with practical work experience as a Summer Intern.
  • Each year, WSP celebrates Te Wiki o Te Reo Māori with week-long initiatives, such as Māori bingo and highlighting staff that ate learning Te Reo Māori, and a month-long challenge to speak/write/sing in the Māori language. In 2020, WSP launched internal learning modules for Te Reo Māori, including pronunciation and pepeha courses.
  • WSP celebrates events of significates in Te Ao Māori, including Matariki, with shared kai, night-time walks, presentations, events, mihi, and waiata.
  • WSP has seen an improvement in its Māori and Pacific diversity through its recruitment. Its 2020 Graduate Programme intake was 10% Māori and Pacific, and its 2021 Graduate Programme intake was 12% Māori and Pacific.

LGBTI

WSP believe that inclusion brings its work to the next level. That’s why WSP actively works to have a culture where its people can bring their whole selves to work and feel valued - irrespective of their sexuality, gender identity or intersex status.

  • Visibility and Inclusion in the Built Environment (VIBE) is WSP’s global LGBTI+ employee network. It is a platform for employees to raise awareness to matters important to the LGBTI+ community. The objective of VIBE is to encourage LGBTI+ employees to engage with colleagues on matters of interest or concern to them, as well non- LGBTI+ colleagues (Allies) to support and participate in LGBTI+ network issues, campaigns, and events.
  • VIBE committee members have shared videos of their own personal experience as well as of how to be an ally, which WSP promoted internally and externally in celebration of Pride Month.
  • WSP was awarded Rainbow Tick accreditation in December 2019. For WSP, achieving Rainbow Tick accreditation is not a one-off exercise; it’s an ongoing and continual commitment to improving its workplace.
  • The NZLT has undergone Rainbow specific training.
  • WSP employees are able to self-select from a range of pronouns through the HR system to reflect their identity.
  • WSP is in the process of enabling its people to include their pronouns in their email signatures.

Setbacks, coming out and inclusion in the workplace. #VIBE​

Graduate Engineer and #VIBE​ committee member, Euan Fairbairn opens up about setbacks, coming out and inclusion in the workplace.

Setbacks, coming out and inclusion in the workplace. #VIBE​

Graduate Engineer and #VIBE​ committee member, Euan Fairbairn opens up about setbacks, coming out and inclusion in the workplace.

Cultural diversity

WSP is committed to building an inclusive culture that respects and maximizes the contribution of all its employees.

  • 89% of WSP employees understand the benefits of a diverse and inclusive working environment.
  • 80% of WSP employees feel comfortable talking about their background / cultural experiences with their colleagues.
  • 79% of WSP employees feel they can be their authentic self at work.
  • 78% of WSP employees believe that WSP values diversity in the workplace.
  • 77% of WSP employees agree that WSP publicly demonstrates a diverse and inclusive workplace.

Awards, accreditations and memberships

WSP is a founding member of the Diversity Agenda, which strives to have 20% more women in engineering and architecture roles by 2021. WSP has also been awarded Rainbow Tick accreditation, which the organisation views as an ongoing and continual commitment to improving the workplace.