1. Increase indigenous employment pathways within North Queensland Airports
We believe the teams at Mackay and Cairns airports must reflect the diverse communities we serve. We are a customer-driven organisation and rely on the support of our communities.
We are committed to championing employment and career pathways for Aboriginal and Torres Strait Islander peoples, which is supported by an Indigenous Engagement Strategy, with specific targets until 2027. We recognise our diverse employee cohort can foster innovation within the organisation and lead to better ways of doing things.
2. Foster genuine partnerships with First Nations people
The land on which Mackay Airport operates has significant cultural heritage value to the Yuwibara people of Mackay. It is important that these values are acknowledged, and that Aboriginal and Torres Strait Islander cultural heritage is recognised and preserved.
Mackay Airport seeks to actively collaborate with the Yuwi people to continually enhance our knowledge, understanding and practices.
3. Being a good neighbour, fostering genuine collaboration with airport neighbours and community groups to minimise impacts of aircraft operations
Mackay Airport aims to continuously develop, improve and implement aircraft noise initiatives that enhance the sustainability of airport operations and address community interests by minimising noise impacts and the number of noise-affected persons. There has been an enormous amount of research undertaken into what creates aircraft noise annoyance and how it can be effectively measured, monitored, managed and improved.
Mackay Airport has worked with Airservices Australia and operators to develop mechanisms for managing aircraft noise including, but not limited to:
- Noise Abatement Procedures
- Aircraft Noise Exposure Patterns
- Aircraft Noise Fact Sheets
- Operational Procedures and Guidelines
- Helicopter Fly Neighbourly Procedure
- Ground Running Procedures and Guidelines
4. Supporting our community and economy with good flight connectivity and future-focused infrastructure
Mackay Airport sits at the heart of the Central Queensland resource centre and is adjacent to the popular Whitsundays tourist destination. Mackay Airport welcomes more than 850,000 passengers each year, with more than 70 flights arriving and departing each week, operated by Jetstar, Qantas and Virgin Australia.
With a long and proud history of working with the community, Mackay Airport promotes the role tourism and business plays in the region through meaningful and relevant partnerships. Mackay Airport continues to plan for growth and is actively implementing a number of key infrastructure programs, including the long-term Milton Precinct project.
A range of businesses are expected to operate from Milton Precinct when construction is complete, including retail, food and beverage offerings, short-term worker accommodation, health care and other service providers and light industrial.
Milton Precinct is estimated to provide $134.1 million to the local economy in the first 10 years of operation and new businesses at the site are expected to generate $42.5 million in output per year.
5. Providing a good place to work and being recognised as an employer of choice
Airports are dynamic and exciting environments and there are extensive opportunities for involvement and growth across Mackay Airport. We work hard to create a welcoming, friendly and professional culture.
Mackay Airport is recognised with ‘Great Place to Work’ certification, which recognises employers who create an outstanding employee experience. Certification helps job seekers identify companies that genuinely offer a great company culture. It also gives employers a recruiting advantage by providing a globally recognised and research-backed verification of their commitment towards providing a great employee experience.
6. Ensuring Gender Wage Equality
We are proud that our remuneration is equitable for all our team. Our last Workplace Gender Equality Agency report showed an average total remuneration pay gap of 1.6% (A gap of under 5% is viewed as positive performance). As a company we continue to monitor our remuneration structures to ensure we maintain wage equality.
7. Diversity and Inclusion
NQA has a diversity and inclusion strategy, which includes targets around equal gender representation and other areas of team member diversity. Targets are reflected in leadership KPI’s to ensure we maintain focus in this area. This 4-year strategy encompasses fair and equitable recruitment practices, training our leaders in diversity and inclusivity practices and supporting flexibility for our team to manage their diverse lives.
