Commitment to diversity and inclusion

Our Global Diversity and Inclusion strategy aims to foster an inclusive culture where our people have a sense of connection and belonging.  It has three key pillars:

1. Our People - Our workplace is one where diversity of thought is encouraged so everyone feels valued and heard, creating a sense of belonging.
2. Our Customers - Our people understand different communities and use these insights and their own lived experience,  providing an inclusive and accessible customer experience.
3. Our Communities - Our communities recognise us as an authentic leader in diversity and inclusion, building our external brand and relationships. 

Our targets support our strategy and aim to advance gender and cultural representation across leadership roles, indigenous employment parity and accessibility and inclusion for people with a disability.  Our targets may be reviewed and changed from time to time.  Our current targets are as follows:

• Gender Diversity in leadership: we aspire to achieve 40 per cent representation of women in Executive Manager positions and above by 2020; 45 per cent representation of women in Manager positions and above by 2020. In addition, we are aiming for 40 per cent representation of women by 2020 on the CBA Board, the boards of the Employer Entities, and the boards of all CBA subsidiaries with Non-Executive Directors.
• Cultural Diversity in leadership: we aim for cultural diversity of our senior leaders to match the cultural diversity of the Australian population (as measured by CBA’s Cultural Diversity Index) by 2020.
• Indigenous employment parity: we are committed to increasing employment of Aboriginal and Torres Strait Islander peoples to be at parity with the Australian population.  We are aiming to employ 3 per cent Aboriginal and Torres Strait Islander representation by December 2026, with a milestone target of 1.5 per cent by December 2020.
• Accessibility: Our 2017-2020 Accessibility and Inclusion Plan sets a public commitment to continue to strengthen our commitment to accessibility and inclusion.  The Plan includes measurable goals to create a more accessible and inclusive work environment for people with disability and further improve our customers’ access to our services.

As part of our commitment to transparency and disclosure around our Inclusion and Diversity activities, we report our progress against our key goals, initiatives and measures, including targets for the previous financial year in our annual report.

2019 Financial Year: Key Diversity Metrics

As at 30 June 2019:

• Women represented 39.1 percent of Executive Manager and above roles and 45 percent of Manager and above roles, compared to 37.6 percent and 44.6 percent as at 30 June 2018.
• Based on our Cultural Diversity Index, the Bank continues to be more culturally diverse than the Australian population (based on the Australian census).
• 0. 88 percent of our workforce most strongly identified with Australian Aboriginal and/or Torres Strait Islander ancestry^1, compared to 1 percent as at 30 June 2018.
• 10.5 percent of our employees identified as having a disability¹,compared to 11.9 percent as at 30 June 2018
• 3.4 percent of our employees identified as LGBTI¹ which was consistent with representation as at 30 June 2018;  and
• 73.9 percent of our employees worked flexibly¹, compared to 73.7 percent as at 30 June 2018.

Refer to our 2019 CBA Annual Report for more information on our progress and diversity metrics.

¹  As self-nominated in the Group’s annual people and culture survey