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Endeavour Foundation Census

Endeavour Foundation/Endeavour Foundation Census
census
Published 28 Apr 2023

Earlier this year you supported us to get to know you better. Your feedback in the inaugural Endeavour Foundation Census will help us build a workplace rich in inclusion and diversity where all employees feel they belong.

The survey asked some important, though sensitive, demographic questions about:

  • gender identity
  • race/ethnicity
  • family situation
  • carer circumstances
  • disability.

There was a very good reason why we asked these questions. We want to create a culture at Endeavour Foundation that welcomes diversity and inclusion.

By taking part, you helped us identify areas in our business we needed to improve on and that includes employee benefits more suited to your needs and circumstances.

This is what you told us

Carer Responsibilities

  • 43% of respondents reported having one carer responsibility
  • Of these respondents, 17.5% reported multiple carer responsibilities.
  • The primary carer responsibility was children under the age of 18 – second was people with a disability

Disability

Disability
9%

LGBTIQA+

6%

Culture

  • Australian (70%)
  • European (2%) + English/Irish/Scottish/Welsh (5%)
  • Asian (6%)
  • New Zealander (3%)
  • Aboriginal (2.76% = 26 pax)
  • Torres Strait Islander (0.53% = 5 pax)

Religion

  • No religion (49%)
  • Catholic (16%)
  • Anglican (9%)
  • Uniting Church (3%)

Benefits

Most valued current benefits:

  • Salary Sacrificing (87%)
  • Flexible work arrangements (56%)
  • Free Flu Vaccine (19%)

Least valued current benefits:

  • Free Flu Vaccine (29%)
  • Novated Leasing (28%)
  • Discounts through partners (27%)
  • Financial Wellbeing Program (ANX @ work) (27%)

Most valued benefit type:

  • Ways of working (flexibility/autonomy) (64%)
  • Financial (wages/discounts/subsidised services) (58%)
  • Wellbeing (53%)Career Development (41%)

Most valued new benefits:

  • Additional superannuation contributions (41%)
  • Subsidised or discounted gym memberships (26%)
  • Subsidised health insurance (24%)
  • Improved development and career opportunities (23%)

Key comments

  • Employees were not aware that many Endeavour benefits were available
  • Employees were not aware that many Endeavour benefits were available
  • Employees did not know where to get information regarding benefits. It would be great if they were all packaged in one spot for easy access
  • Employees did not know how to apply for benefits
  • Flexibility: fulltime hours over four days or nine day fortnight, WFH, remote working for Support Centre
  • Frontline should have admin hours scheduled into our work week
  • Recommendation to have a ‘benefits pool’ where employees can utilise a specific number of benefits that suit their circumstances (e.g., paid parental leave suits some employees, but is irrelevant to others that would instead benefit from extra paid religious leave or paid study leave)
  • “It would be great if there were opportunities to do one day a week at another organisation (or within Endeavour in another area) that we are passionate about to upskill. This could be an advantage to our business in cross-skilling/upskilling our people.”

What happens next?

  • The census will become an annual activity.
  • Census questions are now asked during the onboarding of all employees and clients.
  • Your leaders will receive regular updates from us on how we will continue using the information captured in the census and are encouraged to share this with you.

FAQs

For more information about the Endeavour Foundation Census, click the icon to download a full list of FAQs.

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