At ANZ, gender balancing our organisation is a business imperative. Ensuring the equal representation of women and men in our leadership teams is more than just an issue of gender equality- it’s about accessing the talent, markets and economic opportunities that gender equality brings.
Male Champions of Change
In support of our gender balance ambition, ANZ is proud member organisation of Male Champions of Change, an initiative established in 2010 by the Australian Sex Discrimination Commissioner. As part of this initiative, our CEO has joined more than 20 other organisations in committing to the MCC plan for accelerating the advancement of women in leadership:
- Stepping up as inspiring leaders: We are committed to publicly championing gender balance, raising awareness of gender equality issues, and ensuring our leaders are personally committed to driving change.
- Accountability for creating a vibrant and inclusive workforce: We ensure our leaders are held accountable for delivering on gender balance through linking outcomes to assessments of performance and remuneration, arming them with the analytic and insights to effectively monitor and measure our progress.
- Building an inclusive culture by disrupting the status quo: We understand that, to create meaningful change, we need to continually challenge prevailing attitudes, practices and processes. We actively seek to reduce the unconscious bias inherent in decision making through a focus on capability building and putting in place ‘circuit breakers’ to remove bias from our policies, processes and systems. We actively seek to reduce the unconscious bias inherent in decision making through a focus on capability building and putting in place ‘circuit breakers’ to remove bias from our policies, processes and systems.
- Building well-rounded leaders by dismantling career barriers for carers: We believe that all life experiences build capabilities within our people that create value for our customers. We’re working hard to remove the barriers and biases that might exist towards staff with parenting or caring responsibilities through tackling systemic bias where it exists across the bank.
Key initiatives and programs
We report on our performance against our public targets twice a year through our interim and full Corporate Sustainability Review. Our Corporate Sustainability Review also highlights some of the key initiatives and programs we have put in place to address gender balance, including:
- Gender balanced recruitment practices: ensuring a female candidate is interviewed for every role, and all interview panels contain at least one women.
- Flexible working: all roles can be worked flexibly at ANZ, ensuring we are better able to meet the needs of our customers and our staff.
- Notable Women: a program focused on building the confidence and capability of our senior female leaders to build their presence as experts with both traditional and social media, which has now been expanded to leaders deeper in the organisation.
- Accelerating Banking Experiences for Women: a rotational program for female managers to develop broad-based banking careers.
- Panel Pledge: CEO commitment to ensure gender balance is considered in all internal and external panels at speaking events.
- Employee networks: grass roots networks that focus on gender balance issues and building the confidence of our female workforce.
Employer of Choice for Gender Equality
ANZ is also proud to be an Employer of Choice for Gender Equality, as awarded by the Australian Workplace Gender Equality Agency (WGEA). In accordance with the Workplace Gender Equality Act 2014, ANZ publicly reports to WGEA annually.
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