Kinetic has launched a new workforce strategy aimed at improving gender balance across its operations in Australia and New Zealand, setting a clear pathway toward a more diverse transport workforce by the end of the decade.
The company’s Women at Kinetic Action Plan 2026–2029 outlines a commitment to achieve a 40:40:20 gender balance by 2030, aligning with the Champions of Change Coalition’s framework of 40 per cent women, 40 per cent men and 20 per cent of any or no specific gender.
The announcement reflects a broader shift across the transport and logistics sector, where operators are increasingly recognising the need to expand the talent pool and address long-standing workforce shortages. Kinetic’s current workforce sits at just over 20 per cent women, highlighting both the progress made and the scale of the challenge ahead.
Across its Australasian operations, Kinetic employs more than 1,600 women, including over 800 female drivers. Women already represent approximately half of the workforce in corporate support roles, but remain underrepresented in operational and frontline positions, which the new plan specifically targets.
Six pillars to support workforce change
The Women at Kinetic Action Plan is structured around six key pillars designed to address the full employee lifecycle: Attraction, Year One in the Driver’s Seat, Engagement and Culture, Career and Leadership, Work Environment, and Community.
Kinetic said progress against these areas will be measured annually and reported publicly, providing transparency around workforce outcomes and accountability for achieving the company’s diversity targets.
Key performance measures within the plan include:
- Increasing female driver application conversion rates by 5 per cent year on year
- Improving retention of female drivers by 10 per cent year on year in the first 12 months
- Ensuring 40 per cent of internal promotion candidates are female
- Achieving zero gender pay gap for like-for-like roles
These targets reflect a shift from awareness and recruitment initiatives toward measurable workforce outcomes, particularly in operational roles where retention and career progression have historically been barriers to participation.
Focus on career pathways and workplace support
Kinetic Group CEO Michael Sewards said the new plan formalises the company’s long-term ambition to reshape workforce participation in a traditionally male-dominated industry.
“When we founded Kinetic in 2015, we set out to change an industry that had traditionally been male dominated, with limited diversity and limited career pathways for young people,” said Sewards.
He said the company had already seen women progress through the organisation, moving from driving roles into training, supervisory and leadership positions, but acknowledged that sustained effort would be required to build a stronger pipeline of female talent.
In Australia, Executive General Manager – People and Safety Madonna Hegerty said the plan places particular emphasis on supporting employees beyond recruitment, focusing on retention, safety and career development.
“We know that attracting women into the industry is only the first step. What matters is what happens after they walk through the door,” said Hegerty.
Practical measures outlined in the plan include a six-month buddy program for new female drivers, allyship training for male leaders, more flexible rostering options and mentoring arrangements for female leaders.
Building a sustainable workforce pipeline
In New Zealand, Kinetic Director – People, Culture and Safety Nicky Harrison said the strategy builds on programs already delivering results across the organisation.
She pointed to the Women Up Front initiative as an example of how targeted programs can create long-term career pathways, noting that graduates from the program have progressed into leadership development opportunities within the business.
Harrison also highlighted Kinetic’s recognition as a finalist in the 2026 Diversity Awards NZ Breaking Barriers category as an indicator that the organisation is moving in the right direction.
The Women at Kinetic Action Plan forms part of Kinetic’s broader sustainability strategy, linking workforce diversity with long-term organisational capability and service delivery.
For transport operators facing persistent labour shortages and increasing service demand, initiatives such as this reflect a growing industry focus on workforce sustainability — not only attracting new entrants, but creating environments where they can build lasting careers.
