Commitment to inclusion and diversity  

To build tomorrow's bank today for our customers, we will continue our focus on creating an inclusive workplace anchored in our values of care, courage and commitment. Equality and respect are integral to how we live our values, meet the needs of our customers and deliver our strategy.

Our Inclusion and Diversity strategy has three key pillars:

• Foster care, equality and respect – We are committed to care, equality and respect and the role they play in helping our people and our customers feel safe and included.
• Strengthen courageous inclusive decision-making – We listen to our people and our customers’ experiences and regularly review metrics and decisions to ensure they are fair and equitable.
• Amplify impact and deliver on our commitments – We partner with community organisations and academic experts to ensure our approach is evidence-based and share what we’ve learned together to accelerate positive outcomes.

Learn more about how we are supporting our customers and the communities that we serve. 

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

• Gender diversity in leadership: having achieved our 2020 goals, we now aspire for Executive Manager roles and above to reflect the Australian working population for women. We have set a goal of achieving 47% - 50% gender equality in Executive Manager and above roles by 2025; a goal that is gender inclusive to consider people who do not identify with a binary gender (male or female). Learn more about gender diversity at CommBank.
• Gender diversity on our boards: The CBA Board and the boards of all key operating subsidiaries and APRA regulated entities will achieve 40% female membership, 40% male membership and 20% of any gender that holds the relevant skills and experience. For all other Group subsidiaries, board diversity must be considered on incorporation, director renewal and director rotation with the intention of ensuring that overall 40% female membership is achieved.
• 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 2025.
• 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 aim to achieve 3% Aboriginal and Torres Strait Islander representation in our domestic workforce by December 2026.
• Accessibility: Our 2021-2023 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 goals for the previous financial year in our annual report.

2021 Financial Year: Key Diversity Metrics

As at 30 June 2021:

• Women represented 41.7% of Executive Manager and above roles and 45.2% of Manager and above roles, compared to 41.2% and 45.0% as at 30 June 2020.

As self-nominated in the Group’s FY2021 annual people and culture survey in September 2020*:

• Based on our Cultural Diversity Index, the Bank continues to be more culturally diverse than the Australian population (based on the Australian census). However, we know we need to do more to improve the cultural diversity across our leadership roles.
• 0.8% of our workforce most strongly identified with Australian Aboriginal and/or Torres Strait Islander ancestry;
• 6.5% of our employees identified as having a disability;
• 4.9% of our employees identified as LGBTI and/or gender non-binary;
• 81.1% of our employees worked flexibly. As a result of the COVID-19 pandemic, the Bank has seen a larger proportion of our people working remotely to prioritise their safety, health and wellbeing.
• 54.0% of our employees had caring responsibilities.

* Percentages prior to FY2021 are not comparable, as Bankwest was included from FY2021 and the format of some questions in the people and culture survey changed.

Refer to our 2021 CBA Annual Report for more information on our progress and diversity metrics.