ANZ

The ANZ website contains the following categories:

The About ANZ category contains the following sections:

People

Diversity

A number of population trends are driving significant changes in Australia's workforce, in particular:
  • the population is becoming 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 focussed 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.
Managing diversity provides ANZ with a variety of talent, 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  top
In December 2005, ANZ introduced its first Group-wide diversity survey which will be held every two years. Almost 12,000 employees worldwide (34% of employees) completed the survey which provided a snapshot of what our people see as the issues relating to diversity in their workplace. The results of the survey have enabled us to identify strengths and weaknesses of our policies and practices.
Some of the key findings were:

  • ANZ has great policies, but there are gaps between policy and practice.
  • We have employees from at least 133 countries and our people want to better understand the cultures that are represented at ANZ.
  • Employees see progress with age diversity within ANZ but think there is more to be done.
In response ANZ has revamped our Diversity Council to advise management where the gaps between policy and practice exist and to address these gaps.
Other measures to encourage diversity and inclusion in the workplace include:

  • Enhancement of the Equal Employment Opportunity policy to specifically address workplace bullying and harassment
  • Introduction of targets for numbers of women in senior management and executive roles
  • Signing up to the Corporate Leaders for Indigenous Employment Project and publicly committing to employment and management targets for Indigenous Australians
  • The development of our second Disability Action Plan to be publicly launched in October 07
  • Enabling all employees to access our flexibility policies
  • A diversity awareness program, which aims to build an inclusive decision making culture where everyone's voice is heard, is currently being piloted.

For more information on the Diversity Survey, view My Difference (PDF, 215kb).
Diversity of ANZ’s workforce and key governance bodies (Australia)*
*As at 30 September 2006
  Male Female < 30 30-50 > 50
 
%
%
 years years years
Employees
40%
60%
26%
57%
17%
Board of Directors
87.5%
12.5%
0%
0%
100%
Management Board
100%
0%
0%
11%
89%
Diversity Committee
54%
46%
8%
77%
15%
Corporate Responsibility Council
73%
27%
0%
100%
0%
Corporate Responsibility Council
73%
27%
0%
100%
0%
ANZ Diversity Council  top
The ANZ Diversity Council was established in 2004 to introduce policies and sponsor interventions that create an inclusive culture at ANZ. In 2006 it was revamped and now includes staff representatives in addition to executives from across the organisation. It also has a Management Board mandate and a budget of $1 million to fund diversity and inclusion projects.

In 2006-2007, the Diversity Council's projects included:
  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 Affinity Groups Disability Network, Parents network, Forward Forum, GLBT network, Indigenous Network.
ANZ Disability Network  top
Established in 2005, the Disability Network consists of ANZ employees from across Australia who are interested in finding ways to better support our employees and customers with a disability. The Network meets every six weeks and meetings are open to all ANZ employees.
The Disability Network coordinates Disability Awareness Week which coincides with International Day of People with DisAbility in December each year, and the Star Awards to recognise leaders in disability employment. In 2006, the theme was 'e-accessibility' - focusing on how technology can empower people with disabilities. Staff attended a series of events during the week held at ANZ's head office and National Customer Call Centre in Melbourne.
Age diversity  top
ANZ was the first Australian company to introduce a Career Extension program which guarantees part-time work for employees aged 55 and over. The program gives mature age employees the flexibility to adapt their career to suit their changing lifestyle - whether they are gradually moving towards retirement or are looking to change their career. In 2006, 41% of ANZ employees aged over 55 worked part-time, with turnover of employees in the 55 and over age group reducing from 18% in 2003 to 13% in 2006.
ANZ also received a Certificate of Recognition as a Mature Age Employer Champion from the Australian Government in June 2006.
Gender diversity  top
Research is showing that greater numbers of women are participating in the workforce and achieving higher education qualifications. Improved representation of women in management is an integral part of our diversity strategy and is fundamental to the future success of our business.
We have made significant progress in increasing the number of women in senior positions. Some of the Australian policies, programs and initiatives that have driven our improvement so far include:
  • Policies that support women at ANZ including Equal Opportunity, Bullying and Unlawful Harassment, Carer's Leave and Parental Leave
  • 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.
Targets for Women in Management Positions (Australian staff only)
(Australian staff only)
Level 2007 2008
Executive 24% 27%
Senior Manager 34% 39%
Manager 44% 49%
Cultural diversity  top
In April 2006, ANZ was the first major corporation to announce its Reconciliation Action Plan. The Plan outlines steps ANZ will make to help improve the wellbeing of Indigenous Australians, including targets for the employment of Indigenous Australians and programs to improve their money management skills. For more information, visit the community section of our website.
ANZ is also a member of the Corporate Leaders for Indigenous Employment Project.
Our teams play an active role in celebrating our cultural diversity. For example, ANZ's Payments team holds an annual Cultural Week at sites across Australia and in Bangalore. Staff participate by wearing cultural dress, decorating work areas and enjoying food from different cultures.
Sexual Orientation  top
This year ANZ had its first staff entry in Sydney's iconic Gay and Lesbian Mardi Gras. ANZ was proud to participate and support the Mardi Gras as this is part of our commitment to support our Gay, Lesbian, Bisexual and Transgender (GLBT) employees and an overall diverse workforce. It's about demonstrating and celebrating the value of difference and the importance of inclusion in our workforce and the broader community.
This year, ANZ also established its first GLBT Affiliation Network with members across Australia and some of our international regions.

You need Adobe Reader to view PDF files. You can download Adobe Reader free of charge.