Commitment to diversity, equity and inclusion

We recognise the value in having a team that reflects the customers and communities we serve, and we want to create an environment where everyone feels safe, respected and included at work.

Our DEI strategy is centred on three key pillars:

• Systems and Processes: We understand and address barriers to diverse representation at all levels, to enable equity for all. We deliver data insights that inform equitable decision making in the moments that matter
• Mindsets and Behaviours: We recognise and learn from  the unique differences of our people and teams. We build knowledge, capability and confidence to embed inclusion in our ways of working and teaming
• Leadership: We equip leaders with the skills to champion and role model inclusion.

Respect Lives Here is our key prevention initiative designed to help us build a shared understanding of respectful and disrespectful behaviours at work, the impacts they have, and the practical actions our people can take to be effective bystanders when they see or hear something that does not feel right.

Respect Lives Here is informed by our people’s lived experiences and draws on the evidence-based work of Our Watch, Griffith University and the University of New South Wales. Through education and leader-led discussions, Respect Lives Here addresses the attitudes, behaviours and standards that enable our people to foster a positive team culture and prevent harmful behaviours, such as sexual harassment or marginalisation at work.

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

We set goals to support our commitment to advance gender and cultural representation across leadership roles, and to achieve Indigenous employment parity. 

Our Accessibility and Inclusion Strategy outlines our commitment to improving accessibility for people with disability, people who are neurodivergent and carers.

Our Gender Equality Action Plan demonstrates our commitment to improving gender equality outcomes. Learn more about the specific actions we are taking to accelerate gender equality at CommBank.

Our goals are evolving over time. Currently, they are:

• Gender diversity in leadership: 47% – 50% female representation in Executive Manager and above roles by 2025; a goal that is gender inclusive of people who do not identify with a binary gender (male or female). Learn more about gender diversity at CommBank.
• Gender diversity on our boards: 40% female/40% male/20% any gender on CommBank  board and at subsidiary board level. 
• Cultural diversity in leadership: 40% cultural diversity representation in Executive Manager and above roles by 2028. 
• Indigenous employment parity: 3% Aboriginal and/or Torres Strait Islander representation in our domestic workforce by December 2026.
• Female representation: Over 50% of our employees are women.
• Accessibility: Our Accessibility and Inclusion Strategy 2024 – 2026 outlines the steps we continue to take to demonstrate our commitment.

2024 Financial Year: Key Diversity Metrics

As at 30 June 2024, women represented:

• 44.9 % of Executive Manager and above roles, compared to 44.0% as at 30 June 2023
• 44.9% of Manager and above roles, compared to 45.1% as at 30 June 2023
• 53.7% of our overall workforce, compared to 54.4% as at 30 June 2023

As self-nominated in the Group’s annual people and culture survey in September 2023:

• 1.2% of our workforce most strongly identified with Australian Aboriginal and/or Torres Strait Islander ancestry
• 6.3% of our employees identified as living with a disability
• 4.8% of our employees identified as LGBTI and/or gender non-binary
• 81% of our employees worked flexibly
• 59.5% of our employees had caring responsibilities

Refer to our 2024 CommBank Annual Report for more information on our progress and diversity metrics.