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Gender Balance at ANZ


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Gender balance forms part of ANZ’s broader commitment to building a diverse, innovative and responsible business. ANZ considers a vibrant, diverse and inclusive workforce a strategic asset for our business that is critical to achieving our super regional strategy.

Since 2005, ANZ has set annual public targets for increasing the number of women in management. Our commitment includes Management Board accountability for year-on-year improvements in gender balance, particularly across senior management ranks. This year, we aim to achieve 39.7% women in management roles globally, with a medium term target of reaching 40%. We have already exceeded this in Australia with 44.5% women in Management, although progress is still needed. More broadly, our senior women consistently cite an inclusive and supportive line manager as a defining factor in their progression. It follows that if we want more women in our senior ranks, constructive, inclusive and supportive leaders should be the norm in our business rather than the exception.

In 2012, ANZ was recognised as Employer of Choice for Women by Australia’s Equal Opportunity in the Workplace Agency for the eighth time, similar recognition was also achieved in India & New Zealand.  This follows the introduction of a childcare allowance in 2010 providing Australian parents returning to work with a $4,000 grant to assist with childcare expenses as they transition back to work after parental leave.   

In February 2015 Mike Smith announced ‘all roles flexible' and 'anyone for any reason' in Australia and New Zealand – next stop, ANZ across the globe. Why? It just makes sense for our employees and our customers.

At ANZ Flexibility relates to formal and informal flexible working practices including HOW, WHEN and WHERE work is conducted. It recognises that rigid working patterns do not always suit our customers and that we need to support our people in achieving results in the most productive way possible, while balancing personal commitments.

ANZ continues to pursue a leadership position as an employer and bank of choice for women through external partnerships such as the Male Champions of Change (MCC), Chief Executive Women and the Diversity council for Australia.

Our CEO Mike Smith describes the importance of improving gender balance at ANZ, “The success of our strategy depends on having a vibrant workforce, with people who understand and can connect with our customers and markets wherever we operate. With more women in our leadership pipeline and senior executive ranks, we are tapping into a much broader range of leadership styles, experiences and skills to manage our business and achieve our goals".

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