Diversity, inclusion and belonging
We believe diversity, inclusion and belonging will help us achieve our strategy and purpose.
We are committed to creating an inclusive culture where we respect and value the different experiences of our people and harness the opportunity and business benefits that these diverse ideas and perspectives bring to our organisation and stakeholders.
Our purpose is to make your world a safer place, and to do this, we need to attract and retain the best people who are passionate about our customers and have a broad range of skills, experiences and different frames of reference. This will enable IAG to drive innovation and competitive advantage, and in turn, help us deliver improved financial performance.
IAG’s Diversity, Inclusion and Belonging (DIB) Framework describes our approach to building a diverse and sustainable workforce that is reflective of the customers and communities we serve, creating a culture of inclusion, and fostering a sense of belonging for our people.
Diversity, Inclusion and Belonging targets
In accordance with our DIB plan, we monitor our performance across DIB and have a number of targets in place.
Women in Senior Management
We have set a target to have women represent 50% of our Senior Leadership roles by 30 June 2023. We define Senior Leadership roles as our Group Executive, Executive General Managers and Executive Managers.
We introduced this new target in 2020 after reaching our initial target of 40% women in senior leadership roles by 2020. As at 30 June 2021, women represented 43% of senior leadership roles at IAG. This is an increase of 2.28% from the 2020 result of 40.72%. More broadly, women represent 59% of our workforce.
Aboriginal and Torres Strait Islander employment
As part of our Elevate Reconciliation Action Plan, we have made a commitment to increase Aboriginal and Torres Strait Islander employment to 2% of our Australian workforce by December 2021 and 3% by 2023.
As at 30 June 2021, our First Nations representation is 1.5%, which is 129 First Nations employees. This is an increase from 1.05%, or 90 First Nations employees, at 30 June 2020. Our Reconciliation Action Plan commitments provide a strong pathway to help us achieve our target.
Employee Network Groups
At IAG, we celebrate inclusion and have a rich tapestry of diversity represented in part through our Employee Network Groups (ENGs). Our ENGs amplify the voice of our diverse communities and provide the opportunity for our people to contribute, connect and drive inclusion. Our ENG communities are focused on gender equity, LGBTIQ, First Nations, mental health, domestic and family violence, accessibility, and families and carers.
IAG supports diverse candidates
IAG actively encourages applicants of diverse backgrounds and supports diverse candidates through our recruitment process and beyond.
Accessibility and adjustments
We want our applications to be open to everyone. If you require any adjustments to fully participate in the application/interview process, please get in touch with our Talent Acquisition team on +61 (0)2 9292 9222 or email email@example.com
Trans and Gender Diverse applicants
We understand the unique challenges and concerns that trans and gender diverse applicants may have throughout the recruitment process. If you would like to understand more about the process and how we can support trans and gender diverse applicants please contact Holly Whale on +61 2 9292 6761 or email firstname.lastname@example.org
Workplace Gender Equality - Public Report for 2020 -2021
The Workplace Gender Equality Act 2012 (WGE Act) places a focus on promoting and improving gender equality and outcomes for both women and men in Australian workplaces.
In accordance with the requirements of the WGE Act, IAG lodged its annual public report with the Workplace Gender Equality Agency on 10 August 2021. Use the link below to open the report.