Cultural background and ethnicity
We consider an inclusive and culturally diverse workforce a critical ‘people foundation’ for delivering our super regional strategy. Our people identify with more than 200 cultural and ethnic groups and our workforce speak over 90 different languages and all report strong levels of engagement in our annual employee survey.
Our priorities for celebrating and leveraging our culturally diverse workforce include:
- Continuing to achieve cultural diversity in our key recruitment, talent development and learning programs, and through all our policies, practices, processes and systems.
- Building a strong cadre of employees and leaders who are ‘Asia Capable’, whilst also building Australia and New Zealand capabilities in our global locations, such as our hubs and international markets.
- Building a more culturally diverse leadership team and increasing international experience amongst our senior leaders to ensure that our leaders understand our local markets and the needs and expectations of local customers, regulators and the broader community.
- Playing a leadership role in improving cultural diversity in business through high profile business, government and community partnerships, such as the University of Melbourne’s AsiaLink Taskforce for an Asia Capable Workforce.
- Raising awareness amongst - and celebrating the cultural diversity of our workforce. Employees are engaged in a wide range of cultural festivals and support culturally focused affinity networks and mentoring programs. For example, over 14,000 employees across 10 countries participate in the ‘A Taste of Harmony’ cultural celebration each year. Our ‘sister branch’ program connects employees in Australia and New Zealand with their peers in countries across Asia and the Pacific encouraging them to build inter-cultural capability, develop relationships, build customer insights and increase cross-border and cross-divisional customer referrals.
- Providing new employment opportunities to help improve economic and social inclusion amongst people from disadvantaged and diverse backgrounds, as part of our Indigenous Australian and Refugee programs. At ANZ we recognise these groups experience barriers to entry when it comes to education and employment and we invest in a specialist team to support people into roles. Employment is central to any strategy to improve the wellbeing of Indigenous Australians. Our Plan commits us to expand our current involvement in traineeships and the direct recruitment of indigenous employees. Find out more about our approach to providing employment to Indigenous Australians.
|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 education 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. Similarly, 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 indigenous Australians into permanent roles.
|Case Study: 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, 67 refugees have taken part in areas including Retail Products, Operations, Australian Branch Network, and the Australian Call Centre with a retention rate of 70%.
Given the Chance participants are provided a 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 people.
All figures reported are accurate as at end September 2013
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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