Advancing careers to build workforce capability at ANZ

Tue 19 June 2018

A group of 14 business men and women stand in front of a projection screen saying 'ANZ Star Awards'

Image above: ANZ representatives at the company's annual Star Awards event. 

All employees are entitled to be considered for and participate in learning and career development opportunities. Career development improves engagement and encourages thought leadership. It can be an effective retention strategy and helps build workforce capability.

In this case study, Meg Dalling, ANZ’s Accessibility and Inclusion Plan Lead, discusses some of the initiatives that underpin their approach to career development.

According to Ms Dalling, ANZ is actively making sure that career development opportunities are inclusive of people with disability.

“All of our mentoring, secondments and training opportunities are accessible. Adjustments might be as simple as supplying materials in an individual’s preferred format or checking that training venues are accessible. 

“We also request evidence from external training providers to ensure they provide equal access for people with disability. Our procurement team and individual business units work closely to make sure our technology accessibility standards are met by the vendor,” said Ms Dalling.

To support future progress, ANZ recognises that having accurate and meaningful data will help to better track retention, engagement and career progression and identify areas for improvement.

“Understanding the diversity of our workforce helps us to make informed decisions, to more effectively support our employees to develop their careers, and to address barriers. It presents a real opportunity for ANZ,” said Ms Dalling.

The bank’s Abilities Network, a collection of volunteer employees with or interested in disability, can support employees with disability with their career development and other issues related to their employment. They aim to foster inclusiveness and diversity, raise awareness of disability and accessibility and represent employees on issues relating to disability. They also run the annual Star Awards, a grass roots program that recognises and celebrates employees for their outstanding contribution to making ANZ more accessible.

Hosted by the CEO, the Star Awards event is high profile and helps increase awareness of inclusive work practices across the whole of the business.

“Our 10th anniversary was a particularly big event with the launch of a report that we commissioned from RMIT University that looked at MoneyMinded, ANZ’s flagship financial literacy program, within a disability context,” said Ms Dalling.

This is the first year that ANZ has participated in the Australian Network on Disability’s Access and Inclusion Index. They wanted to take part to check their progress, learn where there are gaps and identify areas where they are performing well.

“It was a comprehensive and worthwhile exercise that required us to find hard evidence to support all the things we thought we were doing. It raised awareness in our Accessibility and Inclusion Plan (AIP) steering committee about what is being done across the whole-of-business, and it has provided concrete suggestions for progress. 

“Overall, it is an excellent vehicle for internal engagement. It helps raise awareness of access and inclusion at the highest level of the organisation. It celebrates what we are doing well and highlights where we should be focusing effort. It is independent and comes from a credible organisation. I’d definitely encourage other organisations to participate. While it takes a lot of work, there is a lot to be gained regardless of where you are on the maturity scale,” said Ms Dalling.

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