Our approach and performance
Education and employment opportunities are key to changing people’s lives, and are high on the development agendas of individuals and governments across our region.
We know that a good education leads to employment, and can make a significant and sustainable difference to the lives of disadvantaged and under-represented individuals, including people with disability, and among indigenous and refugee communities.
Building a diverse and inclusive workforce is a strategic asset for our business and one that is critical to achieving our super regional strategy. Through actively improving the diversity of our team, we bring new dimensions to the way we innovate, build relationships with our customers and stakeholders, make decisions and manage our business.
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, we have focused on recruiting and developing inspiring, values-based leaders and a diverse and inclusive team.
- Improve employee engagement to a target rate of 73% in 2013, with a long term target of 83%.
- Improve perceptions of “values-based leadership” to 70%, with a long term target of 80%.
- 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.
- Protect the health and safety of our staff by reducing LTIFR by 10% in Australia, 5-10% in New Zealand, and maintaining LTIFR of below 1 per million hours worked in our International business.
- Further our support for the communities we operate in by volunteering 100,000 hours.
- Help increase the social and economic inclusion of traditionally excluded groups and those from disadvantaged backgrounds, by offering 230 roles through traineeships, graduate program and permanent employment.
- Play a leadership role in advancing women in society and improving cultural diversity in business through high profile business, government and community partnerships.
- Maintained women in management at around 38%. Three women sit on our Management Board while others lead major businesses and key countries in our growth strategy. In Australia Division, women hold 43% of all management positions.
- Continued to invest significantly in development programs to improve the leadership skills, capabilities and management competencies of our staff. Women represent 44% of participants in our Generalist Banker accelerated development program, 53% of our upcoming 2013 graduate intake, and 46% of participants in our Leadership Pathway development programs.
- Launched a new program to provide more opportunities for mid career, high potential women to gain accelerated development opportunities in the breadth of roles necessary for future careers as senior frontline leaders.
- Introduced a new Enterprise Talent approach to develop a broader and deeper pipeline of successors for 56 identified Business Critical Roles (BCRs) within our business. 52% of participants are women and 17% come from non-Caucasian backgrounds.
- Welcomed a further 38 people with disability to our staff, as part of our ongoing commitment to provide employment opportunities for people with disability. 13 new staff members joined in Australia, 15 in India, 2 in the Philippines and 8 in New Zealand.
- Matched six leaders as business mentors with students with disability from various Universities through the Willing and Able Mentoring program.
- Recruited 79 new Indigenous trainees in the past year: 23 Indigenous candidates have been successfully recruited to full time positions whilst 56 were recruited via the Indigenous trainee program.
- Participated 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. Since the program inception in 2007, 56 refugees have taken part in the program, with three refugees recruited in 2012.
- We completed the Australian Workplace Equality Index assessment which is the Australian benchmark for inclusive practice for the Lesbian Gay Bisexual and Transgender (LGBT) community. The assessment revealed strengths in community engagement – where we received the highest ranking in the financial services category. Opportunities for improvement include ensuring LGBT inclusive language in our policies and practices; establishing clear targets; and rejuvenating our LGBT affinity group to more directly support our Super Regional strategy.
- 79% of our employees believe that we value difference in the workplace.
- 80% of our employees believe we support their efforts to balance work and life commitments.
- We were recognised as an Employer of Choice for Women by the Workplace Gender Equality Agency (formally known as EOWA) for the eighth time. In addition, we received two awards at the inaugural Australian Human Resources Institute (AHRI) 2012 Diversity Awards for excellence in the employment of people with disability and Indigenous Australians.
- This year, our CEO Mike Smith joined the Male Champions for Change program (MCC). Through the MCC, CEOs and Directors in Australia are using their influence to ensure the issues of gender equality and women’s representation in leadership are elevated onto the national business agenda. Mike Smith is establishing a Melbourne Chapter of MCC and will advocate for more accessible, flexible and affordable childcare for all parents, while continuing to champion ANZ’s financial capability programs which are proven to improve the economic empowerment and social inclusion of women from low income and disadvantaged backgrounds.
- The percentage of women in management now represents 38.2% of our workforce.
- We continue to invest significantly in development programs to continue to build the leadership skills, capabilities and management competencies of our staff. 45% of program participants in 2011 were female.
- Our award winning mobile banking application for the iPhone, ANZ goMoney™, was designed to make it easy for people with vision impairment to use, thanks to the input and advice provided by a vision impaired staff member who was part of the project development team.
- We have welcomed a further 39 people with disability to our staff, as part of our ongoing commitment to provide employment opportunities for people with disability. The retention rate for employees recruited as part of this program from 2009 – 2011 is above 95%.
- 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.
- 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.
- We achieved a 1% increase in Maori graduates in our New Zealand internship program. To improve this further we are reviewing our recruitment and assessment processes to ensure no unconscious cultural bias exists.
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