Our approach

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.

Key elements

To achieve this we are developing a diverse, inclusive and empowering working environment for all our people through:

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.

In accordance with the Workplace Gender Equality Act 2014, ANZ has logged its WGEA 2015 Annual Public Report (PDF 173kB) to the Workplace Gender Equality Agency.

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.

2013 results
2013 results
Progress on 2013 publicly stated gender balance and diversity goals at ANZ 2013
Achieve a 1% increase in the representation of women in management in 2013, with a medium term goal of 40% and a long term target of 45% representation. Did not achieve
Achieve gender balance and greater cultural diversity in ANZ’s key recruitment, talent development and learning programs. Achieved
Play a leadership role in advancing women in society and improving cultural diversity in business through high profile business, government and community partnerships. Achieved
Provide 230 positions to people from traditionally excluded groups and disadvantaged backgrounds through ANZ’s traineeships, graduate program and permanent employment. Achieved
Develop and commence implementation of a global approach to improving age diversity across ANZ’s business. In progress
Publicly report outcomes of ANZ's current Reconciliation Action Plan and Disability Action Plan. Partially achieved*

* 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

My Voice survey question % favourable (40,000+ responses) 2013
This organisation is creating a workplace that is open and accepting of individual differences 89%
This organisation values my contribution 71%
I am involved in decisions that affect my work 77%
My job makes good use of my talents and abilities 83%
My manager supports my efforts to balance my work and personal life 82%

All figures reported are accurate as at end September 2013