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Creating education
and employment opportunities

Sue Jeffrey, General Manager Wealth Operations, Collections and Fraud is a mother of three who has built her career with ANZ over 30 years.

Creating education and employment opportunities

As a significant employer, we are well placed to provide education and employment opportunities to disadvantaged groups and people who are under-represented in the workforce.

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 staff, we bring new dimensions to the way we innovate, build relationships with our customers and stakeholders, make decisions and manage our business.

KICK-STARTING INDIGENOUS CAREERS

A further 111 Indigenous young people have been offered career building traineeships with us this year, bringing the total number of traineeships offered since the launch of the program in 2003 to 588.

Our Indigenous traineeships provide practical banking and workplace experience while developing participants' capabilities and confidence to broaden their future employment or academic 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. Sinoma spent one day a week working in the branch while simultaneously completing her studies at Mudgee High School. After completing her higher school certificate, Sinoma was offered a permanent role with us as personal banker.

Sinoma 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.

Similiarly, Josh began his career with ANZ as an Indigenous trainee in our Tamworth branch. After completing his traineeship, Josh moved to Sydney to complete a Bachelor of Business degree at university, while continuing to work part time at ANZ. Having completed his degree, Josh is now working in our new Indigenous Resourcing Team, which was established this year to help us attract at least 180 Indigenous Australians into permanent roles with us by December 2012.

BUILDING A GENDER BALANCED BUSINESS

Creating a workplace that attracts and fully capitalises on the talents of women has been an important focus for our business over a number years.

We were the first Australian bank to set public gender targets to increase the number of women in management in 2006 and we have reported our progress each year since then. Over that time the representation of women in management positions has increased to 38.2%, against our goal for this year of 40%.

Having come this far, more innovative approaches are now required if we are to move beyond incremental improvements. A key goal is to ensure we are creating a workplace that values the unique skills, experiences and perspectives of all our people. Actions this year have included:

  • Investing significantly in development programs to continue to build the leadership skills, capabilities and management competencies of our staff. In 2011, 45% of program participants were female.
  • Engaging approximately 800 of our managers, including our Management Board and top 200 executives globally in a learning program to better understand the economic and business case for creating a more gender balanced business; the skills, perspectives and experiences that can be gender-specific and how to best inspire and engage our female and male employees.
  • Introducing early and activist career and succession planning to get more women into roles which give them the critical experiences required to be effective senior leaders – this is especially important if they are planning career breaks to have and care for their children.
  • Revising our recruitment policy to ensure that at least one woman is included on all shortlists for both internal and external recruitment.
  • Encouraging and supporting our senior leaders to act as sponsors and advocates for talented women.
  • Taking focussed action to achieve pay equity for like roles across the business. We track progress and where unjustified discrepancies appear we take remedial action.
  • Reviewing our performance-based compensation awarded in 2010 to ensure there is no systemic gender bias in our reward allocation. This year for example, the proportion of women achieving our two highest levels of relative performance outcome (RPO), which determines bonus levels, was slightly higher than men. 6% of females achieved RPO 1 compared to 5% of males and 21% of females achieved RPO2 compared to 20% of males.
  • Enhancing our paid parental support arrangements, including introducing a $4,000 grant to help returning parents in Australia transition back to work after parental leave, and payment of superannuation 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.

Support for gender equality in our communities

As one of Australia’s largest companies and a significant employer of women, we also have a responsibility to support and promote gender equality in our communities.

This year, our CEO Mike Smith has 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.

WOMEN IN MANAGEMENT 30 Sep
2011		 30 Sep
2010
Board 12.5% 12.5%
Senior executives 22.8% 23.9%
Senior manager 28.5% 27.6%
Manager 40.3% 40.6%
Total women in
management		 38.2% 38.4%

 

EASIER BANKING FOR PEOPLE WITH DISABILITY

Our staff with disability are sharing their knowledge and unique insights to help us develop products and services which create a better banking experience for customers
with disability.

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.

Hamish MacKenzie, was able to provide first-hand insights into the challenges encountered by the vision impaired in managing everyday banking securely and independently. As a result, ANZ goMoney™ was developed to support iPhone accessibility tools designed for the vision impaired, such as VoiceOver and zooms.

This approach to product design helps to ensure diverse perspectives are heard and considered and is now being extended to other product and service developments, including planned upgrades to internet banking and anz.com.

Our Abilities Network – made up of volunteer staff who work together to find better ways to support staff and customers with disability – is also helping to build understanding of how customers with disability experience banking.

The Network organised a ‘wheelchair workshop’ for our ATM team to help demonstrate some of the challenges people in wheelchairs face in accessing ATMs. In the workshop, staff were given the experience of using an ATM while being in a wheelchair, which helped to highlight the importance of having accessible products and services for all customers.

Each year, we aim to employ at least 35 people with disability as part of our Disability Action Plan (DAP), which sets out our commitments to making ANZ a place that welcomes and supports customers and staff with disability.

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 to 2011 is above 95%.

“ANZ has achieved a great deal with the recruitment and retention of staff with disability having met and exceeded the targets they set themselves. anZ’s communications strategy ensures that its disability action plan and broader disability agenda is communicated to staff cohesively and comprehensively, however there is some further work required to raise general line manager disability awareness through training and education initiatives.”

Suzanne Colbert,
AM Chief Executive Officer,
Australian Network on Disability

 

Suzanne Colbert, AM Chief Executive Officer, Australian Network on Disability

 

 

KEY GOALS WE SET OUT TO ACHIEVE IN 2011

KEY GOALS WE SET OUT TO ACHIEVE IN 2011

PERFORMANCE

Increase the proportion of women in management at all levels of the organisation and achieve at least 40% in total by 2011.

 Partially achieved or in progress

Provide 100 additional traineeships to indigenous australians and convert at least 65% of those who complete the program to permanent ANZ employees.

 Partially achieved or in progress

Support the advancement of people with disability through a business mentoring program; by employing an additional 35 people with self-nominated disability across our global business; and achieve at least a 75% retention rate for our 2009 –2011 intake.

 Achieved or on track to achieve

Achieve a 100% completion rate for the 15 participants in our Australian refugee employment pathway program.

 Partially achieved or in progress

Achieve a 2% increase in the number of Māori graduates in our new Zealand internship program.

 Partially achieved or in progress
  • Achieved or on track to achieve
  • Partially achieved or in progress
  • Did not achieve

For full commentary on progress against targets for 2011, and to view our key goals in 2012 visit: anz.com/cr-targets