Highlights*
- Ranked 5th globally in the 2025 Women’s Equality in the Workplace Report and Ranking released by Equileap
- 76% Employee Engagement – top quartile result based on national benchmarking
- Employer of Choice for Gender Equality citation from the Workplace Gender Equality Agency (WGEA)
- Accredited as a Family Inclusive Workplace™ (2024-2026)
- Awarded gold status in the Australian Workplace Equality Index (AWEI) for LGBTQIA+ inclusion in 2025
- $9m Community investment spend in 2024
- 93% Employee participation in the GPT Foundation, through volunteering, fundraising and donations
- 100% Stretch Reconciliation Action Plan 2023-26 (RAP) commitments advanced, supporting First Nations procurement, employment and placemaking initiatives
- Progressed actions to enhance modern slavery awareness and prevention
*As at 31 December unless otherwise stated.
Human Rights
At GPT respecting human rights is an important part of how we uphold high standards in our business practices and decision-making. We review the actual and potential human rights impacts across our value chain to prioritise our focus areas:
– Healthy, safe and respectful workplaces
– Community health, safety and security
– Labour rights in GPT’s supply chain and other business relationships
– Land, environmental and cultural impacts
– Privacy
We collaborate with our customers, communities, property industry peers, investors, and broader industry network to understand our impacts and identify opportunities for action. Our approach is guided by principles relating to modern slavery, gender equality and social equity, the rights of First Nations Australians, climate change, and community resilience.
Our People
Our people are our most important asset, and their contribution is central to GPT’s ability to deliver on our strategy and create value for our stakeholders.
We prioritise professional growth, leadership, and engagement to foster an experience-led, high-performing, and inclusive culture — one where our values are lived, and our people feel empowered.
Our people strategy is aligned to three key strategic enablers:
Enhanced Capability
GPT has aligned our leadership capability with the organisation’s strategic shift, building capability by investing in key growth functions of the business. We continue to attract top talent by providing access to industry leaders, tailored learning opportunities, and leadership development that includes specialised programs, skills development, and mentorship. These initiatives foster innovation, inclusion and position the business for future growth.
High Performing People
Our people are critical to building a high-performing organisation. We empower them to succeed through clear goals, regular feedback and performance-based rewards. Our enhanced performance management process aims to strengthens clarity, accountability, and links to development outcomes.
Recognising achievements and aligning performance with our values fosters a results-driven culture. Talent management is a priority. We support growth through leadership coaching, internal promotion and mobility, personalised development plans, and identifying through succession planning of future leaders. This ensures a strong, sustainable workforce.
Winning Culture
GPT’s culture is integral to our brand and ability to attract and retain talent. We foster an experience-led culture where employees feel valued, contribute ideas, and understand their role in delivering our strategy. We value open communication and regularly share updates on strategy, business performance, and topics that matter most to our people, helping to foster a connected and cohesive workplace. We listen to our people through a variety of channels, including Town Halls, intranet news feeds, engagement surveys, focus groups and employee resource groups and we act on their feedback.
Employee Engagement Surveys
Our annual ‘Your Voice’ Engagement Survey’ allows our employees to give us their feedback on what it is like to work at GPT. Along with our annual survey, we also conduct ‘pulse’ surveys as necessary to seek feedback and views on topical issues. Key results from our latest Employee Engagement Survey can be found in our annual report.
Inclusive, equity and respect at GPT
GPT aims to foster a diverse and inclusive workplace by providing equal opportunity in all aspects of employment and creating an environment where our people feel safe, empowered to thrive, and have a sense of belonging.
The diverse skills, perspectives, and experiences of our people foster greater creativity and innovation, enriching our workplace culture. GPT is committed to creating a psychologically safe workplace where all employees feel respected and supported. We take a proactive approach to assessing and managing psychosocial risks by integrating wellbeing into our culture, leadership, and daily practices. Through education, open communication, and access to support, we empower our people to thrive and feel safe to speak up, seek help, and contribute with confidence.
We continue to focus on gender equality, support caregivers through flexible work arrangements, resources and best practice parental support, and fostering LGBTQIA+ inclusion through our GLAD network.
Our Stretch Reconciliation Action Plan supports First Nations employment outcomes, and we actively promote a safe workplace through robust training, reporting frameworks, and behavioural policies. For our latest data on female representation in GPT’s workforce, see our sustainability data dashboard.
Gender equality
Supporting gender equality is a key aspect of our Diversity and Inclusion Strategy and in recognition of our efforts, GPT has been ranked 5th globally (of more than 3500 employers) for gender equality in the 2025 Women’s Equality in the Workplace Report and Ranking, released by Equileap, the leading global provider of gender equality data and insights.
We have held the Workplace Gender Equality Agency’s Employer of Choice Citation for Gender Equality for nine years. We have a target in place of 40:40:20 (40% women, 40% men and 20% any gender composition of teams) across our business. For our latest workforce statistics see our Sustainability Data Dashboard.
GPT is committed to closing our gender pay gap and has no pay gap on like for like roles. For further details on the rigorous approach GPT takes to examining pay equity and further reducing our gender pay gap.
Supporting families and working carers
GPT has a strong focus on supporting families and working carers to enable all our people to thrive both in the workplace and at home. We have been accredited as a Family Inclusive Workplace since 2022 (one of the first in our industry to achieve this) and have a suite of industry-leading policies and practical resources to support our people in navigating their priorities across career, wellbeing, caring and family. This includes our Parental Support Policy which offers 22 weeks paid leave for all new parents.
As a socially responsible employer, we take a proactive stance on domestic and family violence, offering both education and support (financial and non-financial) to our people. For more details on our support for working parents and carers see our latest Corporate Governance Statement.
First Nations Peoples
GPT’s second Stretch Reconciliation Action Plan (2023–2026) outlines our commitment to reconciliation. This includes a focus on employment and professional development opportunities for Aboriginal and Torres Strait Islander people, both within our workforce and through our partnerships. It is supported by our First Nations People Inclusion Plan, endorsed by our External First Nations Advisory Group.
We support Indigenous career pathways through programs such as CareerTrackers, internships, and a First Nations Scholarship at Western Sydney University. We also collaborate on local initiatives, invest in cultural awareness training, and foster community partnerships to promote positive employment outcomes. For more information, see our Reconciliation in action section.
LGBTQIA+ inclusion
GPT is proud to support the LGBTQIA+ community by fostering safe, inclusive workplaces and assets where everyone feels valued and free to be their authentic selves.
Our active Pride network, GLAD, plays a key role in this commitment, with over 25% of employees registered as allies. GPT currently holds a Gold ranking in the Australian Workplace Equality Index (AWEI).
Safety
The GPT Group is committed to a safety first culture. People really matter to us and we recognise that the health and safety of our employees, service providers, contractors, customers, and members of the public is critical to our success.
We strive to eliminate all workplace hazards that create the risk of illness and injury across all aspects of our business through our uncompromising approach to safety performance. This includes ensuring any person visiting or working at a GPT asset is safe, and regular training is conducted with tenants and contractors.
GPT’s safety policies, processes and action plans are embedded across all our operations, asset management, development and capital expenditure projects (including for minor to major renovations, and new construction projects). All contractors who work at GPT sites complete a safety induction which includes information on how to report incidents, work permit requirements, and emergency evacuation procedures.
Our Safety Principles
- All work related injuries can be prevented
- Working safely is not negotiable
- Health and safety is everyone’s responsibility, and
- Everyone has the authority and is expected to speak up if they observe unsafe work practices or conditions.
Key areas of focus for mitigation of GPT’s safety risks include:
- Contractor management Permit to work
- Fall of materials
- Workplace inspection
Safety management
GPT supports consistent and effective safety outcomes through its Health and Safety Management System (H&SMS), which includes a policy and supporting procedures to identify and manage health and safety risks. The system is regularly reviewed and updated to remain effective in an evolving risk environment.
Health and Safety training at GPT includes:
- Induction touchpoints to introduce the H&SMS to all new employees
- Risk-based training tailored for operational employees, based on their role and exposure to specific hazards.
- Safety Leadership is a priority at GPT and all employees are educated through our programs to ensure they are:
- Making effective safety decisions
- Understanding and applying key safety behaviours, and
- Encouraging individual contributions to injury and incident prevention, so our people are aware of and proactively support psychological safety.
- GPT Safety Principles, which underpin all training and set clear expectation or every employee.
GPT fosters a strong safety culture through regular communication from senior leadership, including lessons learnt from safety incidents and a monthly safety newsletter that highlights case studies, positive performance, and legislative updates.
GPT engages a wide range of contractors to deliver essential services such as cleaning, security, maintenance, and front-of-house support. Contractor performance is monitored monthly using key safety indicators, with results consolidated into reports for the Board and Executive Team.
Health and safety performance, including incident trends and material risks, is reported regularly to the Board. Risk registers outlining controls are maintained across all business units and reviewed every six months.
Safety priorities are informed by data from incidents, near misses, audits, inspections, and peer insights. Emergency preparedness is supported by asset-specific plans and regular scenario-based training.
Recognising the importance of psychosocial safety, GPT has an executive-led governance team overseeing a dedicated working group of senior People and Safety representatives.
Social Value
At GPT, we work with local and national partners to understand our role in helping address social and environmental risks and take opportunities to support initiatives that drive long-term positive outcomes.
GPT’s engagement includes:
- Tailored social plans for the properties we own and manage, where we seek to build relationships with our local communities
- Partnerships that support socio-economic inclusion, particularly with First Nations organisations, social procurement partners and Australian registered charities
- Working with other property companies, industry networks such as the Property Council of Australia, and other national and international networks and partners, on shared initiatives.
GPT’s Corporate Community Investment is a measure of our contributions to people, places and communities. This spend figure reflects inputs and actual spend, and includes philanthropic sponsorships and donations, community events, employee volunteering and our probono contributions to the non-profit sector.
For further detail on our Community Investment data, including the latest GPT Sustainability Basis of Preparation and Glossary document, see our Sustainability Data Dashboard.
The GPT Foundation
Established in 2017, The GPT Foundation coordinates GPT’s philanthropic initiatives, including workplace giving, fundraising, volunteering, and our corporate non-profit partnerships. The Foundation’s mission is to support our communities to thrive.
The GPT Foundation enables us to collaborate with the non-profit sector to share capabilities, networks and opportunities that enable positive impact across Australia and empower our people to do good.
Community partners
GPT is proud to partner with three leading Australian charities, who are actively building positive socio-economic outcomes for Australians.
Australian Childhood Foundation
GPT has supported the Australian Childhood Foundation (ACF) since 2017. GPT is pleased to join other corporate partners to support the ACF with “On Us” – the Australian Business Coalition for Child Safeguarding. The ACF drives collective change in the care and protection of children and young people, keeping them safe from harm and helping them heal in safe and loving relationships.
Property Industry Foundation
GPT has been a long standing partner of the Property Industry Foundation, and in 2023 we celebrated our $1 million donation milestone. PIF unites the property industry to make a meaningful impact on youth homelessness by building homes for homeless youth and providing ongoing support to help them rebuild their lives.
ReachOut
GPT has supported ReachOut Australia (ReachOut) since 2017, funding youth mental health services and supporting fundraising initiatives. Designed with – and specifically for – young people, ReachOut is 100% online and lets young people connect with mental health support, on their terms.
Reconciliation in Action
Since 2015, GPT has formally supported Reconciliation Australia’s vision of national reconciliation, which is based on five dimensions: race relations, equality and equity, institutional integrity, unity, and historical acceptance.
We launched our second Stretch Reconciliation Action Plan in October 2023 which is a three year, public and practical plan of action to drive genuine and positive action. Significant stakeholder engagement and collaboration helped inform this RAP vision and our commitments; and our actions are focused in four areas our partners, people, placemaking and procurement.
Partners
We engage with First Nations partners across Australia through a mix of formal and informal relationships, at both the asset level and in our corporate activities and networks.
Our First Nations Engagement Strategy supports our efforts to develop meaningful partnerships with First Nations businesses and organisations in the communities and networks where we operate.
People
We are proud to be a 10×10 Program partner with the CareerTrackers Indigenous Internship Program which provides internships, work experience and employment opportunities for First Nations Australians; and also support an annual First Nations scholarship through Western Sydney University.
Our people participate in a variety of formal and informal learning and development opportunities, to deepen their knowledge of First Nations’ history and cultures; and our cultural leave policy is available to all employees.
Places
We continue to enhance and embed First Nations engagement into our asset management and development practices including through incorporating First Nations culture into our programming and engaging with co-design opportunities in our placemaking.
Procurement
GPT is a member of Supply Nation – a non-profit organisation focused on growing First Nations business through supplier diversity and we work with a range of First Nations-owned businesses, including Supply Nation registered and certified organisations.
We are focused on increasing our First Nations procurement outcomes through our own procurement and through engagement with our supply chain and investment partners.
Modern Slavery and Supply Chain
GPT continues to prioritise work to minimise the risk of modern slavery in our supply chain and operations, and we report on our progress via our annual Modern Slavery Statement [link] and Sustainability Data Dashboard.
Our key focus areas are:
- GPT’s Modern Slavery Committee which oversees our annual program of work to ensure our governance practices are robust and grievance mechanisms are accessible and effective.
- Annual training for our people, including compulsory learning and tailored sessions for specific teams.
- A cross-functional program to improve processes to assess and address the risk of modern slavery in our supply chain.
- Participation in key industry networks to collaborate on initiatives and share learnings, including the Property Council of Australia and UN Global Compact Network of Australia.
- Our partnership with Australian Red Cross to embed worker voice in our modern slavery prevention actions, including engagement to raise awareness of worker rights with at-risk supply chain workforces, enhancing the accessibility of our grievance mechanisms and delivering tailored training and resources for our employees and wider stakeholder network.
GPT employees, suppliers, volunteers, and related external parties can confidentially report concerns relating to our operations or supply chain by emailing the Whistleblower Program at whistleblowerprogram@gpt.com.au or by using our secure, confidential, and independent provider, Your Call.
For more detailed information on who to contact, see our latest Modern Slavery Statement.
For the latest data on our supplier engagement, see our supplier page.