Clough is proud to announce it has been granted its second Employer of Choice for Gender Equality (EOCGE) citation for 2021-23 by the Workplace Gender Equality Agency (WGEA). This citation recognises all Clough Group of companies in Australia including e2o.

Clough CEO and Managing Director, Peter Bennett said: “It is a great honour to receive this citation for a second period in a row and to be recognised by the Workplace Gender Equality Agency as an employer of choice. Receiving this citation is a sign that Clough is committed to ensuring that not just our workplace, but the entire engineering and construction industry provides a workplace where everyone feels valued through an inclusive environment that accepts every person, embraces their strengths and their differences, and provides opportunities for everyone to achieve their full potential.”

WGEA Director, Mary Wooldridge said: “After passing through our evidence-based benchmarking evaluations, our EOCGE citation holders are officially recognised as some of the best employers in Australia who are committed and dedicated to action in achieving gender equality.”

Executive Vice President Australia and Asia Pacific, John Galvin commented: “I’m proud to say that our team has met and exceeded the high standards and rigorous assessment process required to become an EOCGE citation holder. Only 120 organisations around Australia, only three in Western Australia, and a few organisations in the engineering and construction industry have received this recognition and I’m proud Clough is one of these. We hope that this recognition inspires others to keep pace with their diversity policies and practices.”

Since 2014, the WGEA Employer of Choice for Gender Equality (EOCGE) citation has been designed to encourage, recognise, and promote active commitment to achieving gender equality in Australian workplaces. The EOCGE citation is a voluntary leading practice recognition program that is separate to compliance with the Act. Criteria for the citation cover leadership, learning and development, gender remuneration gaps, flexible working, and other initiatives to support family responsibilities, employee consultation, preventing sex-based harassment and discrimination, and targets for improving gender equality outcomes. Criteria are regularly strengthened to reflect best practice.