ANZ

Diversity

• the population is increasingly more ethnically diverse - 23% of the population born overseas and 26% having at least one overseas-born parent;
• the population is ageing and it is predicted that by 2051 around 25% of Australia's population will be aged 65 year or older; and
• the number of women in the workforce has increased from 40% in 1979 to 53% in 2004. (Source: www.abs.gov.au)

ANZ is responding to these trends with programs to attract and retain a diverse workforce that reflects our customer base, and is focused on providing an inclusive culture where all employees are able to fully contribute to the best of their ability. Our approach is informed by research with our own employees, as well as best practice programs locally and internationally.

We believe that diversity and inclusion are essential for high business performance.

Managing diversity provides ANZ with the best talent, and a wide variety of perspectives and experiences to draw upon to succeed in a global marketplace. Research has found that diverse teams operating in inclusive workplaces are better at innovation, problem solving and creating new products.

• My Difference Survey
• ANZ Diversity Council
• Disability
• Age Diversity
• Gender Diversity
• Cultural Diversity
• Sexual Orientation

The Census provides us with a demographic snapshot of our global workforce, feedback on how our people perceive diversity and inclusion, together with a measure of the progress we have made in building a diverse and inclusive workplace at ANZ.

Some of the key findings were:

• Employees identify with 123 cultural backgrounds and speak 91 languages with 34% speaking a language other than English.
• Most employees understand the importance of diversity and are aware of our diversity policies, however, a gap still exists between policy and practice.
• There were only minor differences between male and female perceptions of gender equality. Career progression and inclusion remain areas for action.
• It is perceived that employees are managed equitably irrespective of age although equal treatment and equal opportunity for career development can be improved.
• Manager mindsets are crucial in enabling employees to access flexible work arrangements.
• Over half of employees have child caring responsibilities, with most people in Asia, Pacific and India having caring responsibilities for elderly.
• Fewer employees identify with having a disability compared to 2005, however there is an increased willingness from employees to disclose their disability.
• More acceptance of difference in sexual orientation compared to 2005 Census.
• Positive progress with Indigenous employment, however, Indigenous employees still under-represented at ANZ.
• Increased inclusion of religion with examples of integration into work practices.

1. Initiatives to increase global diversity awareness and employee engagement: Bangalore/Australia Culture Quiz, Mardi Gras float, International Women's Day Events (Sydney, Melbourne, Brisbane, Darwin, Perth), Women's intranet site, Disability Awareness Week and "Star Awards", Welcoming Disabled Customers booklet, "Creating Inclusive Teams" Awareness Workshop, NZ Diversity Symposium, "Men at Work Program", ANZ "Valuing Dads" baby bags, Indigenous awareness information kits, pilot My Flexibility program.
2. Research to inform strategy development: Flexibility Survey (Aust) and Divisional Flexibility Studies in Consumer Finance and Markets, Diversity Visioning Day for Diversity Council Members, Refugee Recruitment project, Women in Leadership Research (NZ).
3. Employee Resource groups: Disability Network, Parents network, Forward Forum, GLBT network, Indigenous Network and a Global Women's network.

In 2008, the ANZ Diversity Council has implemented for the first time a global Diversity scorecard that sets Divisional diversity targets across ANZ's Divisions in the areas of gender, cultural/ethnic diversity, disability, indigenous and mature age. The scorecard aims to increase management accountability and deliver improved diversity outcomes in the coming years.

• Read more about the diversity of ANZ's Governance bodies

In September 2007, ANZ launched its second Disability Action Plan (PDF, 1mb). The Plan outlines ANZ's strategy to increase support and inclusion for customers, staff and other community members with a disability.

The Disability Action Plan Steering Committee consists of senior managers responsible for monitoring implementation of the Plan and reports to the ANZ Management Board.

The action items contained in our Disability Action Plan address the issues of accessibility and usability of:

• communications with customers, staff and the community
• property and premises
• services, including technology-based banking services
• systems, policies, procedures and culture to ensure inclusion and availability for all staff.

A key achievement since The Plan was introduced has been significant steps towards making information about our products more accessible. People who have difficulty accessing standard printed material, including customers with a visual impairment can now access nine of our most commonly used product documents in braille, large print and audio CD format by calling 1800 ANZ DAP (1800 269 327). Four of these brochures are also accessible online in electronic text and audio MP3 format.

ANZ established a Disability Network in 2005 which includes staff from all levels of the organisation interested in finding ways to better support disabled customers and staff. The Networks runs Disability Awareness Week at ANZ and works to increase awareness and understanding of disability issues through regular presentations and meetings.

• Download ANZ's Disability Action Plan (PDF, 1mb)

• Establishment of a Global Women's Network, conference and online discussion board that was launched by our CEO in March
• Policies that support women at ANZ including Equal Opportunity, Bullying and Unlawful Harassment, Carer's Leave and Parental Leave and flexible work practices
• Transparent processes for reviewing an individual's career potential at ANZ
• Mentoring and networking programs group-wide and at the business unit level
• Annual audits in pay equity and remuneration
• Independent research into the barriers that inhibit career advancement for women at ANZ
• Career development programs to assist women develop their careers
• Targets for women in management and tracking of progress.

Women make up approximately 61% of our workforce globally. In Australia, female representation in management at the executive level has increased from 19% in 2005 to 25% in 2007. While this is a positive outcome, we did not achieve our targets for women in senior manager and managerial positions in Australia.

Our New Zealand operations have also seen some improvement in this area, achieving their target at the senior manager level but not at the executive and manager level.

This year we also began tracking women in management positions in Asia, the Pacific and India. However targets are not set for these regions.

Recent highlights include:

• Women in executive positions have increased globally from 20% (September 2006) to 23% (March 2008)
• Two women have been appointed to senior executive positions reporting directly to the CEO since December 2007
• ANZ was recognised as an EOWA Employer of Choice for Women for the sixth consecutive year in 2008
• ANZ recruited 51 percent female graduates for the 2008 graduate program
• "Women in Leadership" is a standing agenda item at the quarterly ANZ Diversity Council meeting

• View women in management positions by country (PDF, 120kb)

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