Ventia – Asset Management Diversity

1.    Summary

Ventia’s has a small team of specialist strategic and technical Asset Management experts that supports a wider Asset Management team that work directly within operational contracts.  The collective team is known as Ventia’s Asset Management Community.

The Asset Management Community at Ventia is diverse in many forms – particularly gender, age and ethnicity.

The Asset Management Community has people from many different countries, has female participation at both a technical and strategic level, and ages range between 22 and 66.

It is a strongly held belief within the Ventia Asset Management Community that a diverse team is a strong team, and our diversities are celebrated and encouraged.

The team recognises that true equity comes from the fact our team has such diverse strengths, ideas and opinions, and allows us to take a broad view on solutions and ultimately Asset Management outcomes.

Ventia has strong commitments through our HESTA 40:40 Vision for gender diversity and drives indigenous participation through our reconciliation action plan.


Organisational leadership in creating and maintaining the asset management team

The leadership in Asset Management (AM) at Ventia has been spearheaded by Vic Hensley, who is of Maori descent. Vic has always been a strong advocate of building diverse teams and fostering innovative thinking. Ventia has invested significantly in training programs with Peter Kohler CFAM, with over 60 individuals completing CAMA training.

The Asset Management community of practice encourages collaboration through Teams and at events such as AM Peak. Ventia also offers a mentorship program, which includes participation in AM Council industry mentoring. Specialized training in AM disciplines and tools such as dTIMS, RCM, and Relatics is also provided.

Furthermore, Ventia has established a workplace credentials partnership with Engineers Australia to enhance the professional development of its employees.

How leadership invests and builds talent to create inclusion and diversity

Women Leading Program:
Ventia’s flagship program Women Leading offers our emerging female leaders the opportunity to take a critical look at their career, leadership and strengths.

Our women explore the skills required to lead, thrive, influence, negotiate and navigate career opportunities. The program is a leader-nominated program and flows from our succession and talent planning process.

HESTA40:40 commitment

Ventia has officially joined other ASX300 companies and investors in supporting industry super fund HESTA’s 40:40 Vision to increase the representation of women in senior leadership roles across Australia’s largest listed companies to at least 40% by 2030.

Ventia has committed to achieving a balanced leadership team, with 40% women, 40% men and 20% any gender across the business.

Australian Spatial Analytics

Ventia demonstrates its support for neurodiversity through its partnership with Australian Spatial Analytics. This partnership showcases Ventia’s commitment to creating a diverse and inclusive workplace.

Sponsorships and Mentorships

Ventia drives a number of initiatives including the UNSW Women in Engineering Society Industry Mentoring Program Sponsorship, ABCN Mentorship where Ventia mentors high school students.

Ventia is partnered with both Careerseekers and Careertrackers to place refugees and indigenous applicants along with commitment to Aboriginal Asset Management Practitioners through our WHT/SHT contract.

How AM talent is attracted and retained

Ventia is committed to creating an inclusive workplace culture, starting with its job ads that use inclusive language to encourage diversity. In addition, interview processes include a female interviewer to ensure fairness and equality for all candidates.

Ventia is also dedicated to giving back to the community by participating in Careerseekers interview skills sessions, offering opportunities for refugees and asylum seekers to gain employment with the company.

Ventia partners with and sponsors University groups to raise awareness about careers in asset management, promoting diversity and inclusion in the field. This is just one of the many ways Ventia is working to build a diverse and inclusive workplace culture.


Innovation can be a catalyst for diversity at Ventia, as it creates opportunities for employees to contribute new ideas and solutions. The Innovation Founders Program led by Gary Dring is a prime example of this. This program provides employees with the tools, resources, and support they need to bring their ideas to life and drive innovation within the company. By encouraging employees to think creatively and take risks, the program fosters a culture of innovation that values diverse perspectives and encourages collaboration.

In addition to the Innovation Founders Program, Ventia also supports diversity through the Australian Spatial Analytics Program, which is designed to promote neurodiversity. This program provides individuals on the autism spectrum with the opportunity to work on real-world projects, leveraging their unique skills and strengths. By supporting neurodiversity in the workplace, Ventia can tap into a pool of talented individuals who may have been overlooked in traditional recruitment processes. This can help the company to build a more diverse and inclusive workforce, while also driving innovation through the use of new perspectives and approaches.

Internal mentoring is another way in which innovation leads to diversity at Ventia. By providing employees with the opportunity to learn from others who have different experiences and backgrounds, the company can promote cross-functional collaboration and idea sharing. This can lead to the development of new skills, improved communication, and a better understanding of diverse perspectives. As a result, employees can feel more empowered to contribute to the company’s success, which can ultimately drive innovation and create new opportunities for growth.


Diversity at Ventia brings a multitude of benefits to the company, starting with an improved diversity of thinking and innovation. By fostering an environment that encourages different perspectives and backgrounds, Ventia can tap into a wide range of unique ideas and solutions. This can help the company to stay competitive and adaptable in a rapidly changing market, as well as providing a fresh perspective on problems that may have been previously overlooked.

A better range of skills is another advantage of having a diverse workforce at Ventia. With individuals from different backgrounds and experiences, the company can draw upon a wider range of skills and knowledge. This can be particularly beneficial when working on complex projects that require a diverse range of expertise. By leveraging the strengths of each team member, Ventia can enhance the quality of its work and deliver better outcomes for its clients.

Having a diverse workforce also provides better connectivity to the community. By recruiting individuals from different backgrounds and cultures, Ventia can better understand the needs and perspectives of the communities it serves. This ensures more effective community engagement and improved outcomes for all stakeholders.

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