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Inclusion at Aurizon

Who am I? Matt Ebbage

Meet Matt Ebbage - A Butchulla man from K’gari, also known as the Fraser Coast.

Matt is a Project Manager at Aurizon and a member of Aurizon’s Indigenous Reference Group.

Hear Matt’s story and learn more about his role at Aurizon and how the Indigenous Reference Group is guiding and delivering Aurizon’s Reconciliation Action Plan.

Aboriginal and Torres Strait Islander peoples

Aurizon has a proud history of employing and doing business with First Nations people.

We are committed to delivering on our Reconciliation Action Plan commitments and sustaining authentic relationships with local Indigenous Australian communities.

We continue to focus on increasing our First Nations people, which currently sits at 6.6%.

Our 10-year partnership with CareerTrackers gives us an opportunity to help develop the next generation of First Nations people university students.

Gender Balance

As an organisation, we are committed to having a workforce that is reflective of the communities in which we operate and one that is balanced when it comes to gender representation.

Part of creating this balance is ensuring we focus on increasing female participation and closing the gender pay gap.

Over the years we continue to increase our female representation, which currently sits at 23%.

We are proud affiliates of Work180 and NAWO (National Association of Women in Operations).


At Aurizon we want everyone to feel comfortable bringing their whole self to work.

We are members of Pride in Diversity and have sponsored different LGBTIQ+ local groups and charities who deliver great outcomes in communities across Australia via the Aurizon Community Giving Fund.

Reconciliation Action Plan (2022-2025)

At Aurizon, we recognise and value the opportunity we have to continue undertaking meaningful action to help achieve reconciliation in Australia.

Our commitment to progressing reconciliation is outlined in our Reconciliation Action Plan (RAP).

Aurizon’s vision for reconciliation is for our people to be inspired and empowered by our shared story and connection to the land on which we operate.

Our RAP provides a framework to achieve our vision and to further build relationships, foster respect and grow opportunities for Aboriginal and Torres Strait Islander peoples.

Employee-led Inclusion groups

We know that the human connection is what makes inclusion possible, so at Aurizon it’s something we do together.

Indigenous Reference Group

The Indigenous Reference Group drives the delivery of Aurizon’s Reconciliation Action Plan alongside the Inclusion team and wider Aurizon community.

The group is made up of minimum 50% First Nations people participation and is dedicated to having a positive impact on Aurizon and community.

Gender Balance Reference Group

Gender Balance Reference Group is designed to play a key role in championing gender balance solutions, including Gender Pay Gap. The focus is to work towards solutions that allows us as an organisation to create and maintain a future workforce composition that is representative of a balanced workforce.

We know that diversity is a necessary condition in creating an inclusive workplace culture and this is where the Gender Balance Reference Group plays a key role in helping achieve our overall Inclusion Strategy and to create an environment that fosters respect, connection and ensures that every employee feels valued.

ALLin Network

Our employee-led ALLin Network supports Aurizon's Lesbian, Gay, Bi-sexual, Transgender, Intersex and Queer (LGBTQIA+) inclusion both at work and in the communities where we operate.

It operates with a goal of providing support and education, raising awareness and generally improving Aurizon's status as an employer for people of various sexualities, sexes and genders.

Shared Care

‘Shared Care’ provides greater choice for families considering child care options for their child in the first year, where at least one partner works for Aurizon.

The initiative provides a financial incentive for a partner to take a leave of absence to stay at home and care for their child in their first year, allowing the mother to return to work full-time.

‘Shared Care’ is inclusive of all families including same sex couples and single parents and is available to birth parents and adoptive parents. 

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