Flexibility

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Our approach

We are building a work environment that allows people to meet their personal and career goals while ensuring that the needs of the team and business are met.

Flexible work arrangements enable us to attract and retain a diverse workforce, increase productivity, better meet customer needs and be more adaptable to change.

Our employees also want flexible working arrangements to enable them to effectively balance their work and personal commitments.

Our goals are to:

• provide innovative and effective workplace flexibility policies
• deliver a workplace flexibility proposition that truly changes mindsets and becomes 'the way we do things round here'
• provide tools and resources that enable workplace flexibility
• use our workplace flexibility proposition as a way of attracting talented employees.

Flexibility options

Our policies support employees, managers and teams to undertake flexible working arrangements including daily flexible time and flexible hours; working from different ANZ sites or offsite locations; part-time work and job sharing; breaks from work including lifestyle leave, study leave and leave without pay; career extension for people aged over 55 and above; career break; and support in special circumstances, including paid parental leave, carer’s leave and volunteer leave.

2011 results

We continue to offer flexible working arrangements to support our people.

In October 2010, we announced new measures to attract and retain women in our workforce in Australia and New Zealand, including a grant to help returning parents in Australia transition back to work following parental leave, and payment on all forms of paid parental leave assistance. Over 478 employees received this grant in its first year and 94% of grant recipients remain ANZ employees today.

For more information: ANZ announces new measures for women returning to work (PDF 20kB)

Parental leave

This year we began to capture new metrics to improve the way that we measure retention post parental leave.

*Includes employees that started parental leave prior to the beginning of FY11.
** Calculated as a percentage of total number of staff that took leave during FY11 that remain on parental leave or have returned to work.

Working arrangements for all employees

The future

We will continue to ensure the appropriate level of support and flexibility to employees.

2010 results

We continue to offer flexible working arrangements to support our people.

In October 2010, we announced new working measures to attract and retain women in our workforce in Australia and New Zealand.

For more information: ANZ announces new measures for women returning to work (PDF 20kB)

Parental leave

The future

In 2010, we completed a review of flexibility-related policies and practices, and in 2011 we are working to ensure that action is taken to ensure the appropriate level of support to employees.

2009 results

ANZ continues to offer flexible working arrangements to allow our people to fully contribute and reach their potential in the workplace.

Parental Leave is one form of support and leave at ANZ.

Parental leave

2008 results

This year we introduced 'My Flexibility', a program designed to assist ANZ employees and their managers to discuss and plan more flexible workplace arrangements.

It provides resources for employees to prepare a proposal for more flexible working arrangements and guidance for both employees and managers on how to discuss and negotiate the options proposed by the employee. It also describes the process to formalize agreed flexible working arrangements and review them regularly to ensure they continue to work for everyone involved.

We also conducted a survey with over 7,000 staff in November 2007 about how they use our flexible workplace policies and how they can be improved. While our policies are popular, the survey found that some staff are hesitant to access them for fear of having their commitment questioned.

My Flexibility survey responses

* 2008 My Flexibility survey questions included slight variations to the 2007 survey. Core themes remain the same.

Parental leave

The future

The staff survey suggests managers need more support in understanding the benefits these policies bring to their staff and to the business generally, and this will be a key focus in 2009.