Our People
At Ingenia, our employees are the heart of our business. They play a crucial role in executing our strategy and delivering value to our customers and security holders.
The Group employs more than 1,200 people across our communities, parks and corporate offices, with approximately 80% of the workforce based in regional Australia. The team spans roles in community management, hospitality, development, finance, technology and corporate services.
Our culture is key: we are committed to creating a high performance, diverse and inclusive work environment – one where people can bring their ‘whole self’ to work and feel safe, supported, recognised, empowered and motivated to be their best.
We embrace and value the diversity of our employees, including differences in gender, age, nationality, culture, ability, and lifestyle choices. Our commitment extends to supporting each team member in realising their potential and achieving their career goals.
We are dedicated to creating careers at Ingenia by prioritising opportunities for skill development, career advancement, and personal growth within our organisation. Through comprehensive training programs, mentorship initiatives and support for individual aspirations, we aim to empower our team members to build meaningful and long-lasting careers.
Health, Safety & Wellbeing
The health, safety, and wellbeing of employees, residents, guests, contractors, and visitors across Ingenia's communities and parks is an operational priority.
In FY25, we made meaningful progress across all dimensions of our health and safety program, strengthening our systems, improving our performance metrics, and embedding a more proactive and technology-enabled approach to safety management across a growing and geographically dispersed portfolio.
Governance and Management Approach
Health, Safety and Environment (HSE) is a critical function for the Group, sitting at the centre of our approach to protecting our people, safeguarding our communities, and ensuring operational resilience. The HSE team leads risk management, compliance assurance, training, and the promotion of a strong safety culture across the diverse portfolio. Through targeted training and practical tools, site managers and team members are equipped with the skills and confidence to identify hazards, respond to incidents, and maintain compliance – recognising that safety outcomes are ultimately determined at the local level, by the people closest to the work.
Our comprehensive Work Health and Safety (WHS) management system encompasses policies, training, incident reporting and investigation processes, and regular audits. All incidents and hazards are logged in central HSE software.
We track both lagging indicators, reflecting incidents that have occurred, and leading indicators, reflecting preventative actions taken. This balanced approach to performance measurement is increasingly recognised as best practice in safety management, shifting the organisational focus from reactive response toward proactive risk reduction.
FY25 Safety Performance
Ingenia's safety performance improved across key metrics in FY25. The Group recorded zero fatalities – consistent with prior years – and no permanent disabilities across the portfolio.
Importantly, hazard reporting rose significantly compared to FY24 – a positive leading indicator that reflects growing employee vigilance and a strengthening safety culture across the organisation. The increase in proactive hazard identification suggests that our investment in safety culture is translating into genuine behavioural change at the operational level – a development that should support continued improvement in lagging indicators over time.
Key Initiatives in FY25
Several targeted initiatives were delivered during FY25 to enhance safety systems and compliance across the business:
- The introduction of online contractor and supplier onboarding, supporting compliance and creating efficiency in payments and governance
- Centralisation of asbestos management and oversight, enhancing visibility and compliance through a clear organisational standard
- Rollout of comprehensive Emergency Management Plan via a practical toolkit for site managers.
Culture and Awareness
Beyond systems and processes, we invest in safety culture through appropriate communications, ongoing training and development of our systems and processes.
Ingenia's safety focus will continue to centre on risk management, compliance enhancement, and the maximisation of its existing safety software capabilities – including the Beakon and Injury Master online systems – to improve efficiency, accuracy, and reporting insights.
Further Information
Diversity and Inclusion
We recognise that a diverse and inclusive workforce is not simply a social imperative – it is a fundamental driver of business performance, innovation, and long-term value creation.
Our approach to diversity and inclusion is embedded in our broader people strategy and reflects a genuine commitment to building a workplace where every individual feels valued, respected, and safe – regardless of age, cultural background, disability, ethnicity, gender identity, marital or family status, religious belief, sexual orientation, or socio-economic background.
Our Diversity and Inclusion (D&I) strategy is structured around three clear priorities that together seek to create a workplace that is both equitable and commercially effective.
- A focus on gender equity – building a fair and equitable workplace with equal access to opportunity. This includes:
- Maintaining the HESTA gender representation targets of 40% male, 40% female and 20%, either for Board and Executive composition
- Maintaining gender pay equity within the Workplace Gender Equality Agency (WGEA) acceptable standard of plus or minus 5%
- Building the internal talent pipeline to support progression, with a target internal promotion rate of greater than 10%
- Inclusion of diverse perspectives – building shared understanding and ownership of inclusion at all levels of the organisation. This involves:
- Providing diversity and inclusion education, training, and developmental awareness programs
- Communicating both internally and externally to promote Ingenia's constructive and inclusive culture
- Supporting communities – identifying employment pathways, social connections, and volunteering opportunities that reflect the regional communities in which Ingenia operates. This includes:
- Encouraging employees to give back through volunteering as part of the Charitable Giving Framework
- Creating employment opportunities for disadvantaged groups
- Fostering social good through partnerships such as Ronald McDonald House.
FY25 Outcomes
At June 2025, Ingenia employed 1,255 people across Australia, with women comprising approximately 65% of the total workforce. In addition, the Board has achieved gender parity at 50% female and 50% male (excluding the CEO), the Executive Team composition was 33% female and 67% male.
We published our 2025 Gender Pay Gap Statement in February 2025. For the reporting period, our gender pay gap was 1.2% at the median and 12.9% on average. The result reflects our disciplined approach to pay parity across every stage of the people process, including hiring, internal promotions, and annual remuneration reviews.
The commitment and practices in place to move more women into higher-paying roles is beginning to be evidenced through a higher proportion of female promotions.
Our commitment to inclusion is reflected in our FY25 employee engagement outcomes.
- 84% of employees surveyed agreed that there are equal opportunities for people of all backgrounds at Ingenia, 82% reported feeling connected to their team.
- Survey participation itself rose significantly, with 82% of staff (891 employees) completing the FY25 engagement survey – up from 65% in FY24.
Underpinning our inclusion commitments is a range of practical employment policies designed to support people at different life stages.
Further Information
Learning and Development
We view investment in talent development as a critical lever for advancing inclusion, particularly gender equity. In FY25, we launched a Mentoring and Coaching Program, connecting less experienced employees with senior professionals to create structured career development and inclusion pathways.
The Ingenia Elevate Leadership Program continued to build leadership capability and personal growth, while over 9,000 compliance and capability courses were completed through the Group's learning management system.
Monitoring and reporting on internal promotion rates is an increasing focus – notably, 10% of open positions in FY25 were filled internally through promotions or transfers.
We have committed to further increasing internal promotion rates and reducing reliance on external hiring, with visibility of opportunities enhanced through a new HR system that includes an internal job board.
We continue to build on these achievements by strengthening belonging across our team and creating pathways for growth.
Further Information: 2025 Sustainability Pack