At WiseTech, we prioritize hiring for potential and fostering growth opportunities that allow our people to gain diverse experiences beyond their expertise. This approach cultivates well-rounded individuals, leading to increased retention and engagement. Our dedicated talent team adopts a proactive recruitment strategy, seeking those who align with our culture and values.
To attract and retain the best talent, we employ various tools, such as behavioral and technical testing, alongside initiatives like the Employee Referral Scheme and partnerships with universities.
We recognize the important role remuneration plays in both attracting and retaining talent. We focus on motivating and retaining our people in a sustainable way for our business through a mix of cash and equity remuneration to cultivate a long-term value-creation mindset. To learn more about our remuneration framework, please read our Remuneration Report.
Our remuneration framework emphasizes equity incentives and sustains talented leaders in a value-driven mindset.
Our award-winning remuneration equity program is designed to create a long-term value creation mindset in our teams and allows our team members to share in the company’s success. Equity generally results in longer tenure, and greater aligned effort across the business.
Remuneration equity allows team members in eligible countries to receive additional reward on top of cash salary, in the form of WiseTech share rights. The scheme is open to permanent employees of WiseTech (subject to local regulations). We review eligibility on an ongoing basis to include as many team members as possible.
Our annual Remuneration review allows us to recognize and reward team members for their efforts and work. Several factors such as size and scope of role, internal and external benchmarks, team member performance, and group budget are taken into consideration during this process.
Non-salary benefits available to our people include paid parental leave, hybrid working, financial assistance to support further education, free access to learning and development platforms and health and wellbeing apps.
At WiseTech, we aim to promote the right balance between work and home life as well as ensuring that we support the health and wellbeing of our team members and their families through each stage of life. We provide paid parental leave to support eligible team members regardless of gender at the time of becoming a new parent (whether by birth or adoption) and assist with the transition back to work. We also provide paid leave to support eligible team members regardless of gender in the event of pregnancy loss or miscarriage at any time during pregnancy.
Our Invest As You Earn (IAYE) program provides employees with the opportunity to [invest a percentage of their post-tax salary on a monthly basis to acquire WiseTech shares (subject to local regulations).
Flexible working options, including part-time, compressed hours, and job sharing, enable our global workforce to manage personal and work responsibilities effectively. Our hybrid working model blends remote work with collaborative in-person settings, promoting a safe and practical environment. We support remote work with a Ways of Working allowance, assisting employees worldwide in setting up efficient home workspaces.
We recognize that an engaged workforce is one which is happier and more productive. Our goal is to engage our employees through intellectual stimulation, opportunity, and autonomy. We use engagement surveys to understand and continuously improve the experience of working at WiseTech for our people. These surveys inform the key focus areas of our employee engagement activities. Survey results are shared across our business and inform the programs we design to address the feedback we receive.
Team members can seek information and advice on matters of concern or raise a grievance either formally or informally without fear of victimization. Our Respect and Dignity at Work Policy and Grievance Handling Policy apply to all team members and are available in multiple languages. These policies aim to provide a visible and accessible process to resolve matters of concern or grievances in a conciliatory and effective manner.
Rotation program
Our 26-week global rotation program offers our newly hired software engineering and product team members the ability to enhance their learning journey through guided mentorship, regardless of years of experience or prior knowledge.
This provides new team members joining WiseTech the opportunity to experience working in multiple teams, learn more about our business, and find the area within the business best suited to their skills and abilities.
We tailor each rotation to the individual’s experience and capability by providing immersive learning designed to empower people to be accountable for their success. Our rotations simultaneously provide individuals with everything they need to understand how we work, our product, and the industry we serve. Importantly, rotations help them build their critical peer networks to support their long-term success.
Those participating in rotations develop skills and experience across a wide range of product focus areas, from international logistics to cross-border compliance and accounting.
The program integrates training, coaching, and mentoring with regular feedback presenting individuals the opportunity to shape their careers by choosing the team that is the best fit for them while also considering key business objectives. We train people in how to mentor colleagues, which enhances effective onboarding of new technical team members and acts as a stepping-stone towards leadership roles for existing team members.
WiseTech’s learning approach is based around three principles:
Lifelong learning
Our people have a passion for learning and know it’s continuous.
Self-driven learning
We offer the opportunity to learn and provide the tools to our people.
Lead and learn with content
We use content to drive growth, share knowledge and enable scalability.
We provide our people with the tools and support that will challenge them to think differently, achieve personal growth and deliver fantastic results.
Our learning program concentrates on four key areas:
- learning about how to use WiseTech systems
- technical learning
- human skill development and
- leadership skills
We utilize on the job learning as well as structured learning – primarily delivered virtually – across each area. Teams pursue their own function-specific training where required and are supported by a centralized Learning & Organizational Capability team which orchestrates cross-functional training initiatives.
We recognize most career learning takes place on the job. Our rotations, mentoring, coaching, peer review, problem-solving and team sharing reinforce this. We also provide structured learning opportunities available through WiseTech Academy, sponsored tertiary education, leadership development programs, conferences and resources including LinkedIn Learning.
Leadership at WiseTech Global is different. We lead others, manage ourselves, and look to our People Leaders for inspiration, support, and encouragement. Leadership Foundations (LeaF) is our global in-house leadership development program designed to equip and empower WiseTech’s new and future leaders with essential leadership skills. It is designed for people who have been in leadership roles for less than five years and is focused on developing essential leadership skills to build and run strong teams.
Key learning and development tools available to team members
Mentoring and coaching |
The majority of our learning takes place on the job through our mentors who assist new colleagues who are onboarded into our rotation program. Our Mentor Development program provides knowledge and skills for mentors to confidently set up new colleagues in becoming independent working professionals. |
Further education assistance scheme |
Financial assistance considered for all employees undertaking relevant short courses or postgraduate qualifications. Employees can take related study leave of up to two days per year. |
Black Belt in Thinking (BBIT) |
The BBIT course teaches people tools to help clarify thinking and helps people to think creatively. This can be applied to exploration and solving of problems, uncovering the root cause of a situation, and improving communications. |
LinkedIn Learning |
Provides team members with access to 10,000+ expert-led courses and bite-sized video tutorials, helping our people to upskill in areas that interest them. |
Pluralsight |
Tailored for technology professionals, making it the ideal destination for our Product, IS and Engineering teams. Highly engaging, project-based learning experiences allow team members to master the skills needed to excel in the ever-evolving tech landscape. |
Coursera |
Offers longer, structured and more in-depth courses that delve into various business and technical disciplines. Collaborating with esteemed universities and organizations, Coursera provides comprehensive learning experiences that span across weeks or months, allowing team members to acquire recognized certification on completion. |
Leadership |
LeaF is our in-house leadership development program designed to equip and empower WiseTech’s new and future leaders with essential leadership skills. These range from fostering a culture of coaching and feedback, emotional intelligence, inclusion and building strong foundational leadership skills across the globe. |
At WiseTech, we work hard to improve ourselves, our teams, our products, and our business. Our Rewards team prepare and manage annual Performance reviews, which is an opportunity for team members and People Leaders to review, reflect and measure team member performance and development over the year. Performance reviews encourage discussions around personal achievements, areas for improvement, medium-to-long term career development and future goals.
We are proud to be a workplace of incredibly smart people with diverse and eclectic experience, an abundance of talents and motivation fueled by purpose. We value a strong and diverse workforce and are committed to diversity and inclusion (D&I). We also believe it is essential to further develop the potential for women to enter the technology and logistics industries.
Our global D&I Principles are designed to foster a culture that values and achieves diversity in our workforce and on our Board. They apply to anyone who we employ including team members, contractors, consultants, temporary team members, secondees, and directors. Discrimination, harassment, vilification, and victimization will not be tolerated. Any substantiated breach will be dealt with seriously and may result in disciplinary action.
Our Respect & Dignity at Work policy outlines our commitment to equal employment, discrimination, workplace harassment and sexual harassment, bullying, vilification, and victimization.
Our People & Remuneration Committee Charter outlines its responsibility in supporting Board oversight of achieving gender diversity in the composition of our Senior Management Team and broader workforce.
Day to day delivery of the organization’s D&I work sits with a Diversity & Inclusion Manager, within the Sustainability & ESG team. The D&I Manager works closely with relevant business functions to plan, manage and report progress.
We measure and manage performance through targets, initiatives, policies, and engagement. See our latest Annual Report for details on our D&I performance.
WiseTech Global aims to promote balance between work and family life as well as ensuring we are supporting the health and wellbeing of our people and their families on the arrival of a new family member.
We are committed to equal pay and practice regular analysis, monitoring, and action (where required). As part of our People processes, we conduct a gender pay analysis at least every two years by level, like-for-like roles and across the organization.
We create transparency of pay review budget spend (by gender) for People Leaders as part of our pay review process to ensure all team members in WiseTech are rewarded equally.
In accordance with Australia’s Workplace Gender Equality Act 2012, WiseTech reports data related to gender and its Australian workforce annually to the Workplace Gender Equality Agency (WGEA). You can access a copy of the public data reports below, and you can view our 2024 WGEA Gender Pay Gap Report here.
At WiseTech, safety is everybody’s responsibility. We take safety in the workplace seriously and work to ensure the health, safety and wellbeing for all our people.
Our approach to health, safety, and wellbeing is guided by a range of policies, principles, training, guides and other content.
This approach is governed by our global Workplace Health and Safety policy. It is designed to ensure that we provide a safe and healthy workplace for our people and visitors and applies to everyone who works at our sites and offices or engages in WiseTech Global business activities. This policy confirms WiseTech’s commitment to accident prevention, injury protection, and promotion of health and safety, in compliance with work health and safety legislation. This policy is translated into local language for non-English speaking employees.
All WiseTech team members are required to complete an online training module on Workplace Health & Safety as part of their orientation, and a refresher course every 2 years. This course provides information on both physical and psychological hazards and risks associated with their work and requires each team member to complete a hazard assessment on their remote working environment. Where required, team members will receive additional training to enable them to carry out specific WHS related activities effectively (including First Aid, Emergency Response and consultation).
WiseTech’s Health and Safety toolkit provides tools aimed to support our Office Management Teams in making sure our office workspaces are safe, healthy and free from any hazards.
Our Workplace Hazards and Incidents reporting process and Workplace Health and Safety Compliance training help embed our policies and manage this important area. Through this system, all team members can raise incidents or hazards they may identify within the workplace, which includes our offices, at home, working remotely in other locations or when traveling for work purposes. Where incidents or hazards are identified, investigations are conducted, and preventative and corrective actions are identified and managed through to completion.
Regular reporting on incidents, hazards, and initiatives is provided to the WiseTech leadership team and the People and Remuneration Committee on our health and safety performance.
As we operate a hybrid working model, we recognize the importance of a safe work environment in both our offices and remote locations.
Our hybrid model is built on established patterns of remote working plus regular time with team members in shared workspaces where it is safe and effective. The combination of in-person collaboration and focused time working remotely enables us to remain agile, prioritize health and safety, and enhance virtual connectivity and productivity across our global team.
Our Employee Assistance Program (EAP) offers team members 24/7 access to support, resources and information when team members or their dependents are facing emotional, financial, legal or work-life concerns. It provides access to counselling, legal and financial consultation, and crisis intervention services to employees and their dependents free of charge.
Our Working at WiseTech Principles to guide our teams on effective hybrid working which is safe and productive, and the Remote Workstation Wellbeing Guide supports our people to regularly assess their remote work environment and identify any potential hazards or risks to their safety and wellbeing.
Ways of working
To support remote working, our Ways of Working (WOW) Allowance is a discretionary global benefit to assist team members with the set-up and maintenance of a safe, effective, and sustainable remote working environment. Team members may choose to use these funds at their own discretion – for example, contributing towards things like internet costs, bespoke equipment, or personal wellbeing services. It is paid out in 12 equal monthly instalments throughout the year.
We aim to strengthen our wellbeing and balance by following four global principles
Mental wellbeing
Proactively looking after our mental health
Physical wellbeing
Listening to and taking care of our bodies
Social wellbeing
Building and nurturing social connections and relationships
Environmental wellbeing
Making mindful choices for positive work environments
Read our latest activities and performance data for each of these topics.
You can read about each of these topics in the sustainability section of our most recent Annual Report.