Our people
Sep 28, 2018

We are committed to ensuring our staff are empowered through a supportive and rewarding work environment that provides equal opportunities and is free from discrimination.

Our policies and programs reflect QICGRE’s commitments to fundamental rights at work including diversity and equal opportunity, remuneration, retaining talent and workplace health and safety.

QIC measures the health of our culture twice a year through the QIC ‘Pulse’. Our results are very positive but we have a relentless focus on providing an inclusive and high performing culture for our people.

Organisational profile

1Total QIC employees excluding external consultants
2 Maximum term employees on time-bound contracts
3 Project Workforce employees contracted to deliver a specific contract

*Approximate only of External Consultants based in QICGRE corporate offices. Methodology updated from 2017. 

In addition, we have a highly successful and constructive relationship with Savills. Savills provides the majority of employees who work in our shopping centres.  

Diversity and equal opportunity
  • QIC has taken a determined and sustained approach to building a culture that embraces diversity in all of its forms.  It is an organisational priority and significant time and investment is made to continuing to shape a very modern and inclusive workplace.
  • QIC aligns with the recommendations relating to gender diversity policy and measurable objectives as stated in the ASX Corporate Governance Principles and Recommendations with 2010 Amendments (Second Edition).
  • As an Equal Employment Opportunity business, our recruitment and selection practices ensure individuals are selected, promoted and treated equitably on the basis of talent and capabilities.
  • QIC has increased the gender balance in senior roles as a corporate KPI.
  • QIC completes an annual gender pay equity analysis and is committed to ensuring there is no gender bias in remuneration.
  • QIC provides superannuation contribution payments to employees during parental leave periods (paid and unpaid) for up to 12 months to ensure there is no disadvantage for taking time out of the workplace to fulfil caring responsibilities
  • QIC has formalised its commitment to diversity and inclusion through a Board approved update to QIC's Code of Conduct and Ethics
Remuneration policies and practices

Managing policies and practices

QIC’s HR & Remuneration Committee considers matters relating to human resource management policies and practices, including staff remuneration, diversity and inclusion, performance management, workplace health and safety, organisational structure and design and succession planning at the senior executive level and for other business-critical roles.

Performance and reward

A performance-based reward framework links performance payments to both investment outcomes and individual contribution to defined key performance indicators, measured through a formal annual performance management program (PMP).

Ongoing assessment and approval of remuneration

The HR & Remuneration Committee conducts an annual review of corporate and individual performance and taking into account industry comparisons and independent advice, which is provided to the Board and advises the shareholding Ministers. An Employment and Industrial Relations Plan is also approved annually by our shareholding Ministers as part of the Statement of Corporate Intent development process.

Retaining talent

Professional development

QIC supports ongoing professional development for all staff, as part of their PMP and career development plans. As part of this commitment, the QIC Leadership Excellence Program continues to be the flagship leadership development program to sustain and develop the leadership abilities of staff at QIC.

In addition, QIC's Emerging Leaders Program offers personal and professional development to its emerging talent. QIC has seen a very positive shift in leadership performance as a direct result of this investment, and we have seen talented emerging leaders step into levels of higher accountability and complexity.

QIC also offers professional development programs in the areas of presentation and communication skills, business writing, negotiation skills, and service excellence.


QIC continues to build a culture that is oriented on trust and delivery of outcomes, and encourages all employees to determine the flexibility requirements that are unique to them.
QIC offers formalised access to flexible working arrangements for all staff to support them in balancing their work and home lives, with options including working from home, paid parental leave, variable working hours and salary sacrificing for extra annual leave. In December 2017, over 85% of employees agreed that QIC allows them to incorporate formal or informal flexibility into their work routine (as measured through QIC's 'Pulse' survey)

In 2018, QIC made significant enhancements to our Leave Policy to ensure we have a leading approach to care for our employees. These changes include providing an additional 5 days of carer's leave per year, extending non-primary carers parental leave from one week to two weeks, and extending the eligibility timeframe for primary carer's parental leave from 12 to 18 months to more strongly encourage co-parenting in the early years of a child's life/adoption. 

Health and wellbeing

QIC aims to provide a safe and healthy work environment and helps individuals manage their own health and reduce risks, through initiatives including healthy heart checks, ergonomic assessments, flu vaccinations, skin checks and weekly fruit baskets plus access to discounted health care and an annual allowance to contribute towards healthy living expenses.

Throughout 2018, QIC has offered a series of health and well-being 'Lunch and Learn' sessions which have focused on maintaining agility in times of challenge and change, resilience, maintaining a high performance mindset, stress mastery and mindfulness. This program has received overwhelming support from our people and is now something that will be an enduring offering.

Outplacement support

QIC employs an outplacement services provider to help facilitate career transitioning and employability following instances of contract termination or redundancies.

Supporting emerging talent

Temporary transfer program

In 2018, QICGRE provided an opportunity for employees to be able to temporarily transfer (2 – 6 weeks) into another QICGRE team to build their skills and knowledge within the broader GRE division. Facilitated through an Expression of Interest process, employees were asked to indicate their team preference, what skills they would bring to the placement, and what they hoped to gain from the experience.

The program generated solid interest and throughout 2018 a number of QICGRE employees have completed temporary transfers into their preferred team. Home and host teams have included Lease Administration, Contracts Management, Design and Delivery, Investment Management and Leasing. The program has provided a fantastic opportunity for employees to gain on the job training and development, as well as increasing networking opportunities and exposure across GRE to highlight different career opportunities. Host teams have had the benefit of new insight from a new team member, which will advantageously contribute to our continuous improvement initiatives, and it is hoped that in the future host teams may seek additional access to the employee to assist during busy periods or employee leave coverage. QICGRE hopes to continue the program in 2019.

Leasing associate program

QICGRE has also launched a Leasing Associate Program - a 12 month entry-level program for those with aspirations to join the dynamic and challenging world of Retail Leasing.

The Program is designed to ensure that the Leasing Associate is set up for success through a thorough and customised induction, onboarding and training program including exposure to all relevant business stakeholders, rotations through QIC GRE and real-world leasing experience. In addition, the Program also provides the opportunity for the Leasing Associate to undertake a research project on an emerging retail trend and present back to the Retail Leadership Team.

So far, one QICGRE employee has successfully progressed through the Program into a Leasing Executive role, and a further two QICGRE employees are currently working through their 12 month Program. QICGRE hopes to continue the Program through additional places in FY2019.

International assignments and opportunities

QIC has initiated numerous secondment opportunities for Australian based employees to the US. This program creates exceptional development opportunities for identified talent. It is QIC’s aim to increase two-way flows of talent between Australia and the US. 

ESG 2018