Family-friendly policies often aren’t the first thing that comes to mind when you think of the energy and resources industry. But as the pressures of remote rosters, talent shortages, and rising burnout reach a crisis, that’s starting to change – and some employers are leading the charge.

 

With more than 5,000 employees across Australia, Sodexo is one of the few companies in the industry to achieve certification as a Family Inclusive Workplace. And for Toni Gore, Sodexo’s HR Director (and mum of two small kids), this milestone isn’t just a badge – it’s a business imperative.

 

“Belonging and inclusion are fundamental to our values and the way we operate,” says Gore. “This certification reflects our commitment to creating a fair, respectful environment where every employee has the opportunity to thrive personally and professionally.”

 

Toni joined Client Advisory Director, Family Friendly Workplaces, Peggy Vosloo, at a recent session hosted by AREEA (Australian Resources and Energy Employers Association) to explore Family Friendly Workplaces and Gender Equality. The session provided a glimpse into what’s possible when employers put care at the centre of workplace culture.

 

Peggy Vosloo shared a scenario familiar to many in the sector:

 

“You’re halfway through a two-week FIFO shift. You get a message from your sister – your mum’s had another fall. You were meant to sort her care out last week, but work got in the way. The Wi-Fi’s patchy, your partner’s stressed, and suddenly, you feel disconnected from home, from support, from everything.”

 

It’s a situation many workers in energy and resources know too well. But, as Sodexo is proving, it doesn’t have to be this way.

 

Making family-inclusion a business priority

 

For Sodexo, Family Inclusive Certification wasn’t about ticking a box – it was about embedding care into workplace culture.

 

“We wanted to send a clear message: we’re serious about creating a workplace where people can thrive both at work and at home,” Gore explains.

 

The certification, developed by Parents at Work in partnership with UNICEF Australia, recognises employers that meet national standards around flexible work, parental leave, leadership, care support, wellbeing, and measuring impact.

 

For Sodexo, the certification process offered a roadmap – and it’s already delivering results.

 

One of the first initiatives rolled out was a Parental Leave Manager’s Guide – a practical tool to help leaders navigate leave and flexibility conversations with empathy and confidence.

 

They also launched an internal advisory group that regularly reviews initiatives, ensuring programs like flexible work arrangements and career transitions are landing.

 

Another initiative has been amplifying real-life employee stories in a growing library,  showing what flexibility and career transitions actually look like.

 

“We’re a predominantly FIFO business,” Gore says. “That’s not going to suit every employee forever. So, we’ve made it easier for people to transition into other parts of the company if their circumstances change.”

 

The payoff?  Happier people and better retention

 

Since becoming certified nearly 18 months ago, Sodexo’s already seeing results. Employee turnover is down. More employees are taking advantage of parental leave.

 

“That’s huge,” says Gore. “If we are to drive greater inclusivity in leadership, we need to stop losing employees mid-career. And that starts with making professional ambitions and family responsibilities actually fit together.”

 

What’s next?

 

Plans are in motion to expand the company’s leave policy to include fostering and surrogacy, and even to pilot school holiday programs out of their Perth support centre.

 

But Gore is clear about the cultural change and leader education piece that needs to take place to ensure success.

 

“You can have the best policy in the world – but if a manager doesn’t know how to support a new employee going on leave, or returning to work after burnout, it all falls over. Education for leaders is everything.”

 

Advice for other employers

 

“Start small,” says Gore. “You don’t need big budgets – some of the most powerful changes are free. Just educate your managers and listen to your people. And if you’re not sure where to start?  Do the free benchmarking assessment. That’s what we did.”

 

As Vosloo summed it up in the session: “There’s a myth that family-friendly means less productive. The truth? It drives engagement, retention, safety – and ultimately, better business.”

 

And in a sector that’s already demanding, physically, mentally and geographically, those small, human-centred shifts might just be what helps energy and resources not just survive, but thrive.

 

Check out our latest Family Friendly Workplaces podcast focusing on the Mining and Energy sector.

 

Completing a Benchmarking Assessment is the first step to becoming a more family-inclusive workplace.  It measures your organisation’s policies and practices against the National Work & Family Standards and provides you with an immediate report.

 

The Benchmarking Assessment is free, online and takes around 10 – 15 minutes. All you need is an understanding of your family and care policies and frameworks.

 

Should you wish to book a meeting with Peggy Vosloo, Client Advisory Director at Family Friendly Workplaces to discuss your results, you can select a convenient time directly in her calendar here.