At GHD, we strive for a culture of belonging and trust where all our people can thrive.
Our people are as unique as the communities we serve across five continents. Embracing diversity of identity, thought, background and experience helps us develop imaginative and responsive solutions for our clients that create lasting community benefit.
We are committed to creating a culture of belonging at GHD through: focused and sustained actions, a readiness to listen and value the experience of others, ongoing education, applying an inclusion and diversity lens to how our business and talent processes operate, and most importantly, by fostering accountability.
Our Employee Resource Groups (ERGs) have been key to fostering a culturally inclusive workplace. Resulting in a growing network of mentors, champions and allies across GHD globally. We have 9 ERGs including
- WinG (Women in GHD)
- BEATS (Black Empowerment,
Action, Teamwork, & Success)
- YPs (Young Professionals)
- HOLA (Hispanic Organisation for Leaders and Achievers)
- Veterans - Military association group
- LGBTQIA+
- ACE (Asia-Pacific Community for Empowerment)
- First Nations / Indigenous Network
- Neurodiversity
Instilling a greater sense of belonging and trust is something we can all contribute to – and in very tangible, practical ways. Our ongoing journey requires an unwavering commitment, open minds and deep curiosity.
Driving greater inclusion at GHD is non-negotiable for the simple reason that we will not succeed as an organisation without it.”
Ashley Wright, GHD's CEO
Prior to the launch of our strategy, we used the Global Diversity Equity & Inclusion Benchmarking (GDEIB) tool to benchmark our I&D position as a baseline for how we're doing at GHD. We identified where GHD falls on 15 indicators across five levels of progress. By 2025, our goal is to be between level 4 and 5.
We aim to achieve our I&D commitment through our ABC pillars
Attract – Hire and retain talent with diverse perspectives, identities, experiences, and backgrounds, representing the communities we serve.
Build – Build inclusive teams, communities, and an overall culture of belonging where all our people can be their authentic self and thrive.
Commit – Accountable individually and collectively for I&D. We commit to routinely evaluate and adjust systems, processes, and policies to provide more equitable opportunities for our people.
Our pillars will be supported by five key behaviours
Be open: Continue to build a more inclusive and diverse workplace where our people can thrive.
Be informed: Use data and analytics to make more informed decisions about our people and our business.
Be accountable: Refine how we measure and drive accountability for inclusion and belonging.
Be empathetic: Enhance the inclusive leadership capabilities of our people.
Be bold: Raise the level of conversation as a leading voice and strong supporter of I&D in our industry and implement leading practices of I&D.
Together with your teammates, clients and partners, you'll make an impact that'll last for generations.
Breastfeeding Friendly Workplace accreditation – 2021
Employer of Choice for Gender Equality 2014-18 and 2020-22
Workforce Diversity Award – Winner 2021
Most Outstanding Company in Gender diversity - Highly commended 2015, 2017, 2018 and 2020
Award for diversity > 250 employees - Finalist 2017, 2020 and 2022
Diversity Awards NZ 2019 - present
- Dame Quentin Bryce AD CVO Award for Gender Equity in the Workplace 2016 - Winner
- AHRI CEO Diversity Champion Award 2017 - Finalist, Phil Duthie
- Stan Grant Indigenous Employment Award 2018 – Finalist
Diversity Award - Highly commended 2015 and 2016
