Our approach and performance
Building a culturally diverse workforce
We consider an inclusive and culturally diverse workforce a key driver of business performance and central to delivering our super regional strategy. In particular, it helps us to understand and meet the needs of our growing customer base in new and international markets.
ANZ operates in over 32 countries and our workforce represents 123 cultural backgrounds, speaks 91 languages and follows 84 religions.
Developing a culturally diverse workforce
Our approach is to embed diversity, including cultural diversity, into our people strategy, systems and processes rather than running it as a separate program of work. We believe this will drive greater ownership and accountability by the business and deliver longer-term sustainable improvements and a competitive advantage for ANZ.
Specific goals include:
- Recruiting and developing leaders who have well-rounded experiences and balanced capabilities, make decisions in line with ANZ values, and lead with a ‘wide-angle lens’. This means: challenging conventional thinking, seeking diverse perspectives and applying an international mindset in everyday business.
- Building a more culturally diverse leadership team and increasing international experience amongst our senior leaders to ensure that our leaders understand our local markets, in particular understand the needs and expectations of local customers, regulators and the broader community, and attract and nurture local talent who can manage our business in the region in future.
- Improving cultural awareness and building relationships with our customers, in particular, educating our employees about cultural festivals and celebrating them with our customers, and providing our people with mentoring programs and affinity networks to build relationships and networks amongst employees from specific or under-represented cultural backgrounds.
- Providing new employment opportunities to help improve economic and social inclusion amongst people disadvantaged and diverse backgrounds, such as Indigenous Australians, refugees and Maori people. For example, the Given the Chance program, delivered in partnership with the Brotherhood of St Laurence, offers a fresh start for refugees in Australia, who in addition to adapting to a new way of life, face significant barriers to obtaining full-time employment despite the professional qualifications and high levels of education that many refugees hold.
- Improving awareness and support for cultural diversity amongst senior business leaders in Australia. For example, ANZ is a foundation sponsor of Diversity Council of Australia’s pilot research into the cultural diversity of senior leaders in the business sector. The research will be completed and launched by the end of 2011, providing the first benchmark study into cultural diversity in the Australian workforce and the benefits this brings to business and society.
Monitoring our progress
Cultural diversity issues and opportunities are monitored by our Board Human Resources Committee, chaired by our Independent Non-Executive Director, Alison Watkins.
The ANZ executive level Diversity Council, chaired by our CEO, Mike Smith, sets and publishes (internally and externally) a scorecard that outlines priorities and targets with measurable outcomes. We also set specific public targets such as our target around our Given the Chance employment program which are monitored and reported against twice-yearly.
|Providing employment opportunities to Indigenous Australians|
Employment is central to any strategy to improve the wellbeing of Indigenous Australians. Our Indigenous Action Plan (PDF 212kB) commits us to expand our current involvement in traineeships and the direct recruitment of Indigenous employees.
The traineeship program provides trainees with practical banking and workplace experience, nurturing capabilities and confidence that can allow them to broaden their future employment or academic opportunities. This can result in full-time employment with ANZ or another organisation, or tertiary study.
We will continue to make jobs available for graduates of the Indigenous trainee program as well as entry level branch roles in addition to the traineeships.
Measures to retain and assist the development of Indigenous employees are just as important as recruitment, and as a result we have strengthened our emphasis on retention.
|Given the Chance - providing pathways to employment of refugees|
Given the Chance participants are provided a 16-week work placement at ANZ supported by pre-employment training, and a mentor and buddy who can help ease the transition into the Australian work environment.
Assistance is provided to adapt to corporate rituals and culture and to understand and translate the language of work used every day.
Participants value the opportunity to improve their communication, networking, and customer service skills, and those that go on to full-time employment are among our most engaged staff.
|Improving diversity through our graduate program in New Zealand|
The New Zealand Graduate Program is committed to building diversity and recruiting Maori students as part of our strategy aimed at supporting Maori economic development. The program is being increasingly promoted through Maori channels, particularly to those with Te Reo (language) capability and with strong affiliation to their Iwi (tribe). Students are educated on the benefits of working for a large global corporation and are supported in their applications, CV and interview preparation.
Harnessing cultural diversity
We have established a Cultural Diversity Network to help us harness culturally diverse contributions and ensure our people thrive. Our New Zealand business already has a number of ethnic employee networks: Asia Pacific, Maori and Pacific Islander and Indian. In Australia, an Aboriginal and Torres Strait Islander Diversity Network has been established for our people.
|Case study: Building a career at ANZ|
Our Indigenous traineeships provide practical banking and workplace experience while developing participants' capabilities and confidence to broaden their future employment or academic aspirations and opportunities.
Of those who complete a traineeship, around half subsequently go on to permanent employment with us, including Sinoma Gilbert and Josh Riley.
Sinoma’s career with ANZ started as a 16-year-old Indigenous trainee at our branch in Mudgee and has since gone on to become the first of our Indigenous trainees to be appointed to a managerial role, firstly as a branch manager in Sydney and then taking on an expanded managerial role as a service quality manager for Sydney.
Similiarly, Josh began his career with ANZ as an Indigenous trainee in our Tamworth branch. Josh is now working in our new Indigenous Resourcing Team, which was established this year to help us attract at least 180 Indigenous Australians into permanent roles with us by December 2012.
|Case study: Helping make dreams a reality|
Bol Buoi from South Sudan has had a lifetime ambition to be a banker. Thanks to Given the Chance, after spending seven years trying to find work in Australia without success, Bol is a Branch Customer Consultant at Northcote, Victoria. Bol says:
“My experience in looking for work was very frustrating, so stressful. I was disheartened. Although I had studied hard to acquire skills needed for the job, I still couldn’t find the job I wanted on my own.
“Working for ANZ is very rewarding; it has given me freedom and lifelong learning. Given the Chance prepared me with interviewing techniques by identifying my strengths and weakness. It has restored my hope and dream for a banking career. I am looking forward to learning more.”
Our business strategy means ANZ’s workforce will increasingly be required to understand and support customers within and across the Asia Pacific region. In building our workforce of the future, we have focused on recruiting and developing inspiring, values-based leaders and a diverse and inclusive team.
Our CEO heads AsiaLink’s Asia Capable Workplace strategy and our employees participate in AsiaLink’s Asia Literacy for Schools program in Australia. We are a lead sponsor of the Diversity Council of Australia and the Australian Government’s inaugural research into cultural diversity and capability of Australian Boards and businesses.
Our workforce represents in excess of 120 cultural backgrounds, speaks more than 90 languages and follows over 80 different religions. Additionally:
Networks, mentoring schemes and a ‘sister branch’ program connect employees in Australia and New Zealand with peers across Asia Pacific. We also offer short-term secondments and promote culturally-focused festivals to help our people develop relationships, build customer insights and increase cross-border/divisional customer referrals.
Indigenous traineeships results
We have provided traineeships and employment to more than 650 Indigenous Australians. This year, we employed an additional 79 Indigenous trainees in our retail network; 23 Indigenous candidates were successfully recruited to full-time positions and 56 recruited via our Indigenous trainee program.
Given the Chance refugee employment program
ANZ participates in The Brotherhood of St Laurence’s Given the Chance refugee employment programs, providing refugees in Australia with skills and experience to enter the workforce. So far, 56 refugees have taken part in areas including Retail Products, Operations, Australian Branch Network, and the Australian Call Centre with a retention rate of 73%.
In 2012, three additional participants were recruited to The Brotherhood of St Laurence’s Given the Chance refugee employment programs, providing refugees in Australia with skills and experience to enter the workforce.
Employees are engaged in a wide range of cultural festivals and support culturally focused affinity networks and mentoring programs. For example, over 15,000 employees across 10 countries participated in the ‘A Taste of Harmony’ cultural celebration this year.
This year, we continued our work to improve the information that we capture about our employees’ cultures and backgrounds. To date, around 10% of employees in our Australia, New Zealand and Bangalore businesses have registered their cultural identity via our people management systems. Additionally, our research has shown that:
Indigenous traineeships results
A further 111 Indigenous young people have been offered career building traineeships with us, bringing the total number of traineeships offered since the launch of the program in 2003 to 588.
Given the Chance refugee employment program
Sixteen refugees have been recruited for the Given the Chance Refugee Employment program in 2011, including three placements in our branch network and our first participant joining in a non-entry level role. All participants are currently on track to complete the program. Of the 51 people who have participated in Given the Chance since its inception in 2007, 70% remain employed at ANZ.
Maori graduate internships results
Maori graduates were specifically targeted by facilitating an induction day and liaising with MITE (Maori Into Tertiary Education). This activity achieved a 1% increase on the 2011 intake, below the target of a 2% increase. To make further improvements for future graduate intakes, we will review our recruitment and assessment processes to ensure no unconscious cultural bias exists.
We also celebrated ‘Taste of Harmony’ week, coinciding with National Harmony Day on 21 March 2011. During the week, staff were encouraged to share foods and experiences from different cultural backgrounds to learn more about the diversity within our workforce.
We have a goal to achieve gender balance and greater cultural diversity in our key recruitment, talent development and learning programs, particularly at the most senior levels of our organisation. In the coming years, we will put in place programs and initiatives to support the achievement of this goal.
We recruited 215 new trainees in 2010, and over 500 Indigenous young people have taken up our school-based traineeship since the program’s inception in 2003.
Enhancements to our recruitment process have helped to improve retention rates and provided a better focus on managing expectations, selecting the right candidates and supporting trainees throughout the program.
Interview and screening processes have been improved to include a voluntary week of work experience before the traineeship commences, helping prospective trainees to decide if the program is right for them.
These enhancements are paying off with retention rates for those in our 2009 and 2010 trainee intake at 75%, a figure well in excess of the non-trade-sector average of one in three, and average one in two completion rates for non-Indigenous workers.
Given the Chance
From 2007 to 2010, 36 refugees from diverse cultures and backgrounds have participated in the program and 25 of these are still working for us.
Maori graduate internships
In 2010, we exceeded expectations by providing 8% of roles to Maori graduates against a target of 7%. In 2011, we aim to increase this figure by a further 2%.
We will continue to improve the information that we capture about our employees’ cultures and backgrounds. Around 15% of ANZ employees have voluntarily shared their details with us, and we hope to increase this to 20% in 2011.
We recruited 102 indigenous trainees in 2009 as part of our indigenous employment strategy, one of the practical steps we are taking to improve the social and economic inclusion of Indigenous Australians.
Under the Given the Chance program, 26 refugees have received valuable experience to help them transition to a new working life in Australia, with 20 of these people being offered full time employment with the bank.
Our 2010 Corporate Responsibility goals include a target to recruit a further 180 Indigenous trainees in our branch network. We continue to also work towards our broader indigenous employment targets as part of our Indigenous Action Plan.
We recruited 106 indigenous trainees in 2008 as part of our indigenous employment strategy, one of the practical steps we are taking to improve the social and economic inclusion of Indigenous Australians.
Thirteen refugees participated in the Given the Chance traineeship program, with eleven offered full-time employment with the bank.
Our 2009 Corporate Responsibility goals include a target to recruit a further 100 Indigenous trainees in our branch network. We continue to also work towards our broader indigenous employment targets as part of our Indigenous Action Plan, which was revised in late 2008.
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