Audinate Group Limited has reported strong employee engagement scores and a commitment to environmental sustainability in its latest financial year, ending 30 June 2026. The company’s employee engagement scores were well above the median for peer technology companies, with engagement scores just 1% below the top quartile. Audinate also supports hybrid working arrangements and a global paid parental leave policy, with no WorkCover-reportable incidents in Australia during FY26.
Material actions and disclosures
Audinate’s environmental impact is primarily related to electricity consumption across its office locations, with Scope 2 emissions from its Sydney office at 82.8 tCO₂e in FY26, up slightly from 81.9 tCO₂e in FY25. The company’s asset-light business model limits its direct environmental footprint, and it has reviewed its greenhouse gas emissions boundary in preparation for alignment with AASB S2 and the operational control approach under the GHG Protocol.
Audinate’s Supplier Code of Conduct sets out expectations on ethical labour practices, human rights, environmental responsibility, and business conduct. The company monitors supplier adherence to regulations covering hazardous substances, electronic waste, and conflict minerals sourcing.
The company has set an aspirational objective for the representation of female candidates in Engineering roles to be above the representation of females in the relevant talent pool. Audinate’s gender diversity remains an area of focus, with 24% of the global workforce and 13% of the senior executive team being women.
Forward commitments
Audinate plans to identify the Scope 3 categories most material to its value chain and develop a methodology for estimation in FY27. The company is also progressing its readiness for AASB S2 mandatory disclosure obligations, including development of governance processes, emissions measurement, and scenario analysis capability.
Audinate will continue to develop its AI governance framework in line with evolving regulatory expectations and industry practices, and will continue to implement recruitment processes designed to reduce bias and broaden candidate pools.