of our people come from non-English-speaking cultural backgrounds
29+
nationalities represented
50:50
gender balance across our workforce
DEI framework
What we actually do
Senversa is committed to building a workplace where people from all backgrounds can thrive. Our approach is formalised in our Diversity and Inclusion Policy, governed by a dedicated committee, and independently validated. We are a member of the Diversity Council of Australia and have been recognised as an Inclusive Employer through the DCA Inclusive Employer Index.
Our workforce reflects genuine diversity: approximately 30% of our people come from non-English-speaking backgrounds, with more than 29 nationalities represented. We maintain a 50/50 gender split across our workforce and Board, and report annually to the Workplace Gender Equality Agency (WGEA), actively addressing gender pay gap findings as part of our ongoing commitment to equity.
We invest in education and open dialogue to sustain inclusion in practice. Our B Corp certification score of 120.1, with workers as a standout category, reflects independent verification of our commitment to employee wellbeing, career development and engagement.
Our DEI commitments
Gender pay equity
Senversa reports annually to the Workplace Gender Equality Agency (WGEA) against six gender equality indicators. This includes a comprehensive gender pay gap analysis, with identified instances of unequal pay actively corrected.
Parental leave benefits
Further entitlements are provided beyond the NES to employees, including paid superannuation during unpaid parental leave.
Reconciliation commitment
An active Reconciliation Action Plan (RAP) guides our ongoing work to strengthen relationships with Aboriginal and Torres Strait Islander peoples, including support for staff participation in Reconciliation Week and NAIDOC Week.
Public holiday substitution
Option to swap up to two public holidays per year to recognise individual cultural or personal beliefs.
Reconciliation Action Plan
Our journey toward reconciliation
Reconciliation is a defined business priority at Senversa, backed by our Board, senior leadership, and a dedicated RAP Working Group spanning our national offices.
In 2021, we published our first Reflect Reconciliation Action Plan (RAP), endorsed by Reconciliation Australia, with 13 commitments across Relationships, Respect, Opportunities and Governance. By 2023, we had completed all planned actions. In 2025, we submitted a revised Reflect RAP and are progressing toward the Innovate RAP stage.
Day to day, this means our people attend Reconciliation Week and NAIDOC events, cultural awareness is shared across the business, and we actively work to strengthen employment pathways for Aboriginal and Torres Strait Islander professionals in our industry.
