In the bustling world of water chemistry, SNF Australia stands out not just for its technical expertise but for its heart—a commitment to diversity, equity, and inclusion (DEI) that permeates every level of the organisation.
Key insights
- Strategic Job Advertisements: Focusing on skills and potential rather than extensive experience broadens the talent pool. Look at your business’ value proposition from a broader perspective.
- Increasing Female Representation: Targeted initiatives and mentoring can significantly boost female workforce participation. Cross-generational mentoring supports career development and knowledge transfer.
- Standardised Pay Structures: Implementing equal pay for equal work helps eliminate the gender pay gap and builds your reputation as an employer.
- Fostering a Multicultural Workforce: Embracing diverse nationalities and cultures at work increases engagement and drives innovation.
As you walk around SNF Australia, you encounter a rich tapestry of cultures. The Australian division, part of a global conglomerate operating 21 facilities worldwide, is a market leader with a small team determined to make their workplace more inclusive.
Promoting women in manufacturing
Over the last ten years, SNF Australia has actively promoted women in traditionally male-dominated roles, increasing female representation from 24% to nearly 30%. This shift is driven by a strategic mentoring approach that spans ages and roles within the organisation, providing women with the support they need to excel and inspire others. The business has created entry-level positions in its sales force, actively recruited new graduates, and paired them with mentors to ensure a smooth transition and continual growth.
Jemima Underwood’s story is a testament to this inclusive culture. Starting as a laboratory technician, she climbed the ranks to become a Plant/ Production Chemist.
“When I started, I was only 21, and my colleagues were in their 40s and 50s. It took me three years to win them over,” she says, reflecting on her journey. Jemima recalls the unwavering support from the business, which treated her as an equal.
Today, she is involved with the Women in Manufacturing Council in Geelong and the Emerging Leaders Advisory Council for Chemistry Australia. “Even though progress is slow, you are paving the way for someone to come in behind you to take that it even further,” she says.
Attracting and nurturing new talent
SNF’s current workforce includes 14 different nationalities. This rich tapestry of cultures brings a variety of perspectives, fuelling innovation and making SNF Australia a dynamic and engaging place to work. Employees benefit from the daily exchange of ideas and experiences.
In a bold move to champion equity, the business introduced standardised salary structures, ensuring “same pay for same work”. This initiative has effectively eliminated the gender pay gap, promoting a culture of fairness and respect that strengthens employee morale and loyalty.
Phil McCoil, SNF Australia CEO, also highlights the company’s approach to recruitment. “The job ad usually narrows the opportunities for people to apply. If by habit you ask for 10+ years of experience for a certain role, you are limiting your options,” he explains. The business decided to redesign job advertisements to focus on skills rather than extensive experience and think outside the box in terms of the value proposition.
The company’s efforts to create non-biased job advertisements have broadened its talent pool, attracting a higher proportion of female applicants. Instead of limiting their search to seasoned professionals, SNF Australia emphasises skills, potential, and a unique lifestyle offering.
“We promote our location—30 minutes away from the Great Ocean Road, 25 from some of Victoria’s best beaches—to attract candidates looking for both career and lifestyle,” Phil shares. This strategic move has significantly increased female participation and brought fresh perspectives into the company.
Tania Adithama’s journey as Head of Engineering illustrates the power of an inclusive workplace. As the first person of colour in her department, she faced unique challenges but found a supportive network that helped her progress and thrive. She advanced from an entry-level position to a leadership role. About four years ago, when SNF embarked on a major plant expansion project worth about $17-18 million, Tania was offered the role of the Project Manager. “Our Managing Director at the time had no hesitation in promoting me; I had hesitation because I thought I wouldn’t be able to do it. He really encouraged me, and I finally accepted the role,” recalls Tania, who is now a mentor for other women in the business and a strong example of the profound impact of SNF Australia’s DEI efforts.
“As you walk around and talk to the team, you realise [DEI] it’s part of the company’s DNA,” Phil says. This shift, along with a focus on cultural fit and team dynamics, has increased female leadership within the organisation.
“It doesn’t feel like an effort,” concludes Phil.
“It’s an evolution, not a revolution.”
*In May 2024, SNF Australia was announced as a finalist of Chemistry Australia’s inaugural Diversity, Equity and Inclusion Award, sponsored by Jobsbank.
