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Diversity and Inclusion

Operating in more than 30 countries, IDP's employee base comprises of a wide range of nationalities, ages and cultural backgrounds. It is this breadth of voice, experience and expertise that enables us to connect with customers and drives our business success.

Nurturing the talent pipeline

Elevate

Elevate is a program introduced in FY20 to build capability of female leaders in the organisation by inviting them to become Directors of IDP’s subsidiary companies. Acknowledging that more women on boards positions an organisation for success, Elevate provides female leaders with development opportunities through the Australian Institute of Company Directors and a mentoring opportunities with IDP’s Global Leadership Team.

Maher El Bakry Emerging Leaders program

This program is dedicated to finding, fostering and inspiring the next generation of IDP leaders, structured to provide bespoke development opportunities supporting professional development activities, further study or research to progress the development of participants leadership skills and career within the business.

Women in tech

IDP’s Digital Campus, opened in Chennai, India in November 2019, sees more than 400 digital and technology experts come together to drive IDP’s bold digital transformation vision. Underpinned by a commitment to nurture and support women in tech, currently the team is made up of 49% women.

 

“It is this progressive culture and the leadership that has led to 49% of our Digital Campus team being female – and I am proud of my role in driving this growth.” Devi Muralidharan – Delivery Director 


Employee Satisfaction and Engagement

IDP is committed to maintaining a flexible working environment that meets the needs of its people and business, whilst balancing individual, team, leader, and organisational requirements.

Global Workplace Flexibility policy

IDP’s business success is reliant on the quality and skill of our people. The attraction and retention of a diverse team of talented people is really important to us as these are the people that deliver our customer’s experience around the world. We aspire to provide our people with great working environments that acknowledge and where possible accommodate work arrangements that support people during their different career and life stages. One of the ways that we do this is by providing flexible working arrangements that are relevant and appropriate to the various geographic locations and communities in which IDP operates.

Global Talent Acquisition policy 

IDP is committed to a fair, consistent and equitable approach to talent acquisition activities that enables us to bring together the best talent to ensure strong business growth and performance. IDP commits to an annual review of this policy to remove any form of bias on any ground of diversity inclusive of gender. 

Remuneration policy 

IDP’s Board, Executive and Employee Remuneration Policy’s purpose is to establish clear and guiding principles for decisions around employee and executive remuneration that ensure fair, equitable, competitive and appropriate pay for the markets in which IDP operates. IDP’s goal is to ensure that the mix and balance of remuneration is appropriate to attract, motivate, retain and fairly reward senior executives and other key employees and is consistent with contemporary Corporate Governance standards.

Volunteer Leave 

Volunteer leave policy has been introduced for Australian staff. For FY21, employees will receive two paid days leave for time spent with registered charities that support our Sustainable Futures goals of improving access to education, gender equality, environment and community.

Bullying and Harrassment training 

Training is given to all staff as to how to resolving issues or complaints within the work environment relating to discrimination, harassment (including sexual harassment) or bullying to support the embedding of IDP’s Discrimination, Bullying and Harassment Policy. This includes actively addressing any issues which may arise in relation to gender equality at any point in the employment lifecycle including but not limited to talent acquisition, performance management, capability development, flexible work arrangements, promotion opportunities and remuneration decisions.

 

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