It is the combined power of our 19,000+ employees that will help us achieve our business goals and deliver shareholder value.

The value of a company is determined by the quality of its employees.  That’s why we place so much importance on attracting, retaining and fostering our people. We’ve won numerous awards for our training, diversity and HR innovation programmes. In 2016, our chief executive officer Mark Adamson received the Supportive CEO of the Year award at the Human Resource Institute of New Zealand (HRINZ) awards. Mark was recognised for his ongoing commitment to diversity, talent development, employee engagement and advancement of human resource technology. 

Our people strategy is formed around the key priorities of talent and leadership, workplace culture and capability.

Leadership, Talent and Capability

We continue to invest in developing our leadership strength across our business to ensure that we have a strong pipeline of internal leadership talent. We have invested in building a leadership curriculum that is award winning with four key programmes: – Step Up, Leader’s Edge, Branching Out and Leadership Insights. These programmes and won seven international awards.


Our Diversity Council, chaired by our CEO, focuses on developing a strong pipeline of diverse talent, creating an inclusive workplace and working with community and government organisations to provide employment opportunities to young people. Our commitment to inclusiveness and diversity is further highlighted by becoming the first construction company to receive accreditation from Rainbow Tick.

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Our focus is on building an engaged workforce through increased collaboration across levels and areas of the business. We continue to bring our people together through regional forums and technology enablement. We launched Day In The Shoes, where senior leaders spent a day working in another's role including our CEO working at Firth to mix and deliver concrete to customers.  

"I'm lucky I work for Fletcher Building, a company that has gone out of its way to achieve the Rainbow Tick to mark itself as an inclusive and non-judgemental workplace. For me as someone whose gender has always been questionable, this makes a big difference.”

Kim Prance