Education and employment opportunities

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Our approach

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.

2012 targets

Each year we set a series of public targets and report on a business-wide program of work to improve education and employment opportunities, and promote cultural diversity and inclusion in our workplace. These include:

• Maintaining or increasing the proportion of women in management at all levels.
• Achieving gender balance and greater cultural diversity in our key recruitment, talent development and learning programs.
• Providing 230 positions through our traineeships, graduate program and permanent employment to people from disadvantaged backgrounds.
• Advancing the role of women in society through engagement on key public policy issues.
• View a full description of our 2012 Education and employment targets

About some of our flagship initiatives

2011 highlights

• 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.