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Vodafone Mardi Gras

We believe in embracing different backgrounds, experiences and ideas. We know that diverse perspectives lead to better business outcomes. Only by listening to unique perspectives, can we best understand and serve our diverse customer base, collaborate successfully and innovate in a world of increasingly fast-paced change. 

We aim to create an environment of equality where each of us feels supported and respected to be ourselves at work, and are continuing to extend and enhance our long-standing focus on creating an inclusive workplace, where all of our people belong.

Our vision for equality extends to our customers and communities, where we believe we can make a difference. This includes driving initiatives to help influence girls and young women to consider a career in Science, Technology, Engineering and Maths (STEM), and using our role as a leading telecommunications provider to address the inequality and inequity faced by First Nations peoples.

Our commitments include:

  • Developing and implementing a harmonised approach to gender pay equity across our workforce in Australia by 2022.
  • Increasing female representation across leadership, STEM functions and all employees:
    • Achieving 45% female representation in our leadership by 2026
    • Achieving 35% female representation across our workforce by 2024
    • Achieving 20% female representation in STEM functions by 2024 
  • Increasing year-on-year percentage of people identifying as Aboriginal and Torres Strait Islander, LGBTQI+ or having a disability. 
  • Implementing our Innovate Reconciliation Action Plan.


Creating a working environment that enables human connection and fosters a sense of community is important in enabling us to live our company purpose and bring to life the Spirit of TPG.

We believe there are great benefits when we connect in person and virtually and are committed to working flexibly, collaboratively and creatively through a hybrid approach.

Our approach to hybrid working empowers our teams to create a way of working that best suits the needs of our people, customers, our organisation and the communities we serve.

We also support flexibility through our various leave benefits that enable our people to, for example, pursue study, take a career break, care for family members, start a family, give back to the community or take an extended holiday. We also provide eligible employees with a Your Leave benefit, providing four days each year to help our people achieve a better work-life balance, focus on their wellbeing, and celebrate cultural or religious holidays.

Gender equality

At TPG Telecom, we want to foster an inclusive workplace that maximises the participation of women in the workplace, while supporting them to develop and progress into leadership roles.

Our focus to date has been on combatting inequality by reducing the gender pay gap, conducting regular pay equity reviews, supporting parents and carers, providing a Super Bump for women, and providing paid family & domestic violence leave.

Since 2017, TPG Telecom has offered a Super Bump program for female employees as a practical step towards more financial independence. This provides two extra payments of $250 per year for female employees who have been with the company for more than 12 months.

We also have two employee networks dedicated to furthering gender equality. EquALL is an all of business network, connecting women and allies from across all functions and roles. STEM power aims to influence girls and women to consider a career in Science, Technology, Engineering and Maths to build a future talent pipeline, while also enabling women at TPG Telecom to grow and succeed.

Supporting working parents and carers

We offer a competitive 22-week parental leave benefit that can be taken flexibly across a two-year period post birth or adoption. Recognising the importance of shared caring responsibilities, this policy is available to parents irrespective of their gender.

Supporting our LGBTQI+ employees

We want our LGBTQI+ (Lesbian, Gay, Bisexual, Transgender, Queer and Intersex) employees and customers to be proud of who they are, because we’re proud to stand alongside them.

Our Connect: LGBTQI+ and Friends Network aims to bring together all employees to champion equality and create a safe community for LGBTQI+ employees and allies. Collectively, we work to foster an accepting and inclusive environment where all employees are able to be themselves and belong, to enable us all to thrive together. Our name ‘Connect’ is reflective of this purpose as we connect with one another internally, and externally with the community locally and globally.

In addition to celebrating key dates of significance throughout the year, we also educate our employees through training and resources around LGBTQI+ inclusion.

In 2021, we introduced gender affirmation leave at TPG Telecom across all our locations, including Australia and Manila.

In 2022 we bought our continued commitment to LGBTQI+ inclusion to life in varied ways, all of which you can read more on in our 2022 Yearbook of Pride.


At TPG Telecom we support initiatives that deliver better futures for all Australians. We believe everyone has a role to play in creating equity and opportunities for First Nations Peoples, the Traditional Custodians of the lands on which we operate, and delivering services to customers and the communities where they live.

The successful completion of our first Reflect Reconciliation Action Plan (RAP) in 2021 prepared us to engage in reconciliation meaningfully and to establish a foundational level of understanding and respect for our nation’s history and culture across our workforce.

The next phase of our journey is the endorsement of our Innovate Reconciliation Action Plan (2024-2026). This will take our commitment to the next level by engaging our people and stakeholders in reconciliation and developing and piloting innovative strategies to improve outcomes for Aboriginal and Torres Strait Islander peoples.

This RAP is supported by a dedicated RAP Working Group, a RAP Champion group (The Ngarra Network) and a First Nations Advisory Group.