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You’ll find them, and other useful resources now located inside our new Ampcontrol Hub
We value the people of Ampcontrol and are dedicated to ensuring they go home safe and well every day. Our commitment to SDG 3 Ensure healthy lives and promote well-being for all ages keeps us accountable for our people’s mental health and wellbeing.
We know change can bring uncertainty and instability. We want to empower our people with the right tools and resources to help them manage these disruptions.
We are reviewing and improving our Change Management process to help mitigate risks associated with change and ensure smooth transitions regarding amendments in business operations and processes.
Our goal is to ensure our people are as well as they can be, promoting good mental health and wellbeing that positively impacts workplace performance and engagement.
We’re driven to ensure everyone has access to information, training and resources to support their wellbeing through our internal intranet and Employee Assistance Program (EAP).
Workplace safety extends beyond physical risks. Our current focus is on educating our people on psychosocial hazards and the management of these so identification and prompt action can occur.
Our Safety Management System facilitates the reporting of psychosocial hazards, allowing us to track data, look for trends, and engage early to manage psychosocial risks effectively.
We want to see our people thrive in our business and play an influential role in transforming communities. This is why we’re taking SDG 8 Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all one step further, generating opportunities for employee growth and community development.
From apprentices and university graduates to our leadership roles, we’re implementing programs, initiatives, and training to equip our people with the tools they need for professional success.
We’re developing a competency management system which will document verifications of competencies across all roles. We’re also developing a leadership toolkit to serve as a knowledge base for our leaders, covering essential topics such as recruitment, managing leave, and employee performance which will support the sustainability of the business.
The energy transition is opening up a wide range of employment opportunities. We have established dedicated training centres and training modules that will see our people excel in the new energy economy.
The dedicated training centres at our Mackay, QLD and Tomago, NSW sites have opened pathways for apprentices all the way through to qualified field service technicians to gain practical experience or upskill in a controlled environment.
We’re invested in the development of our community and we want to see future generations enhance the field of STEM. To achieve this, we engage with schools, universities, and industry programs, supporting students in developing the skills and competencies they need to excel in their careers.
Ampcontrol is involved in academic scholarships and STEM programs including:
We’re committed to developing and maintaining an inclusive workplace environment that embraces and celebrates Equity, Diversity, and Inclusion (ED&I). Our vision is to foster a safe, respectful, and inclusive workplace. In the 2024 Ampcontrol Employee Baseline Survey, we learned 11% of our workforce speak a language other than English, 17% were born outside of Australia, 8% identify as neurodiverse, and 3% identify as a person with a disability.
In August 2024, Ampcontrol launched their Reflect Reconciliation Action Plan (RAP) with the formal endorsement of Reconciliation Australia. The four RAP types—Reflect, Innovate, Stretch, and Elevate—allow RAP partners to continuously develop and strengthen reconciliation commitments in new ways.
The Ampcontrol RAP will provide a framework to become a culturally competent organisation that respects and delivers opportunities for First Nations peoples and their communities throughout Australia. In the 2024 Ampcontrol Employee Baseline Survey, we learned 4% of our workforce identified as Aboriginal and/or Torres Strait Islander.
