We believe in the inherent strength of a vibrant, diverse and inclusive workforce where the backgrounds, perspectives and life experiences of our people help us to forge strong connections with all our customers, innovate and make better decisions for our business.Our people have the opportunity to learn and progress with us, regardless of gender, age, ethnicity, cultural background, disability, religion and sexual orientation and professional background.
The Corporate Sustainability and Diversity Committee is chaired by the CEO and is responsible for advising ANZ Board and Management Board on corporate sustainability and diversity, setting diversity strategies, policies and targets and monitoring progress. Their work is supported by Divisional and country level councils and affinity networks. In 2013, the Committee determined that “Building the most diverse and inclusive workforce in our region” should be one of three sustainability priorities to be pursued by the bank over the coming years.
To achieve this we are developing a diverse, inclusive and empowering working environment for all our people through:
- Education and Communication: We are educating all line managers and employees to enable the existing policies and processes to be used consistently and correctly, with practical tools to help them balance organisational demands with employee priorities.
- Mindset and behaviours: We are undertaking a concerted program to address unconscious bias in all our policies, processes, practices and systems, including our Leadership Pathway and Talent programs, our recruitment processes, and reward and promotion criteria.
- Flexibility: We encourage and support a range of flexible working options relevant to employees across all aspects of the employee ‘lifecycle’.
- Measurement: We are continuing to drive accountability through setting targets and measuring performance across our business, governed by our Management Board and Corporate Sustainability and Diversity Committee. For example, in May of 2013 – as part of our annual My Voice employee survey - we conducted the first comprehensive review of the diversity of our organisation since the introduction of our super regional strategy. More than 40,000 employees from over 200 different cultural backgrounds participated. This helped us to establish a better understanding of the demographic diversity of our workforce. And we were also able to assess levels of employee engagement and inclusion amongst our different groups within our workforce.
Building diversity and inclusion
We focus on priority segments globally to drive maximum impact across all our business divisions and functions. These priority segments comprise, gender, age, cultural background (including Indigenous groups and refugees), disability and sexual orientation.
Sexual Orientation and Gender Identity inclusion
Building a deep culture of respect for all people and communities is one of our key organisational values. Lesbian, Gay, Bisexual, Transgender and Intersex (LGBTI) inclusion is an important part of that work. Within ANZ we are focused on awareness raising and education sessions; providing support through networks, information and resources; taking action by ensuring unconscious bias is removed from policies and processes; and building community engagement through our various partnerships - such as Pride in Diversity who provide us with resources and subject matter expertise to inform our approach.
Our ANZ Pride Network aims to be a voice, contact point and support network for LGBTI employees and straight allies through active engagement in internal and external activities supporting the community. ANZ also completes the Australian Workplace Equality Index (AWEI) assessment which is the only external Australian benchmark of inclusive practice for the LGBTI community. Results of this assessment help to inform our LGBTI agenda.
Each year we celebrate our people and progress through our seven year partnership as a principal sponsor of the Sydney Gay and Lesbian Mardi Gras. See our latest Mardi Gras video. We also support a social media campaign, led by footballer Jason Ball, to eradicate homophobic language and behaviour in sport and society, by creating a video in collaboration with beyondblue.
* ANZ reported on its Accessibility and Inclusion Plan (formerly Disability Action Plan) in May 2013. It is expected that ANZ will refresh its RAP in December 2013, reporting on outcomes achieved through the current plan.
A vibrant, diverse and inclusive workforce: key indicators at ANZ
All figures reported are accurate as at end September 2013