diversity is a continuous journey. But what makes the program effective at ANZ Bengaluru
is that it’s not just an ‘HR initiative’ but has become the ‘fabric’ of the
organization. This has been possible as
our employees make it their goal to create a vibrant, diverse and inclusive workforce
where the backgrounds, perspectives and life experiences of people help us to forge
strong connections. At ANZ Bengaluru we have
created groups and networks that help bring the diversity and inclusion agenda to life.
Employee Resource Groups that volunteer towards this cause: a network called PRIDE that
aims to be a voice, contact point and support mechanism for LGBTIQ+, and a FORWARD
Network that champions gender equality,
inclusion & recognition based on merit.
We also put
on the lenses of diversity & inclusion and apply it to every element of the employee
lifecycle – be it Recruitment, Performance Management, Gender Equality reviews,
Leadership Training, Executive Coaching, Sponsorship,
Promotion, Talent Programs, Succession Planning, and Job Rotation, to call out a few.
some of the ways we foster diversity and inclusion in our workplace: did not help that I
ticked all 3 boxes!
Bengaluru, we have been successful in driving the gender balance agenda in almost all
aspects of the employee life cycle – be it attracting and recruiting women, promoting
women in management & leadership roles,
wellbeing, engagement and overall career development and retention and through
supportive and inclusive policies, practices and programs.
representation of Women in Management (WIM) stands at 28%, a 6% increase over the last 3
years. Of the total women population, more than 30% have more than 5 years tenure and
are thriving well in their career, and 40%
of total promoted staff are women, a reflection of the work we have done to reduce
systemic bias in our promotion processes.
women and having an equal representation of women and men in our leadership teams is
more than just an issue of gender equality - it’s about accessing the talent, markets
and economic opportunities that gender
this, we’ve put a great deal of focus on our flexibility offerings to encourage women to
thrive at work. Flexibility, in fact, is an enabler for all D&I interventions. It is key
for people with disabilities, for
those from the LGBTIQ+ community, for those having health issues, etc. It is relevant to
everyone, at heart.
need, we have taken flexibility much further than anyone else in the industry – and we
now offer 8 different types of flexibility:
Part time (variation to normal working hours, salary, entitlements, pro-rated
Flexible place (flexible location – working from home, or different office)
Informal flexibility (short-term or occasional flexibility arrangements between an
employee and line manager: no formal processes involved)
Flexible hours (working contracted hours, in a flexible way)
Breaks from work (paid and unpaid breaks from work)
Our space (encourages collaboration and creation of flexible work environments)
Flexible scheduling (offered in those business units that employ rostered staff)
Other leave (leave and support provided in special circumstances)
on gender initiatives, FORWARD is an ANZ staff volunteer network set up
in 2018 in Bengaluru to champion gender equality, inclusion and recognition based on
merit. It has more than 100 members
(both men and women) as of today. The key focus areas are: Well Being, Flexibility,
Career Advancement and Upskilling.
group the Forward Network are focusing on are ‘returning mothers’. After becoming
mothers, women particularly in India, tend to put their careers on the backburner in
order to fulfil their increased responsibilities
the AVTAR Group (Viewpoint 2018, a 360o view on Maternity Management in Corporate India)
has proved this. Companies face a high female attrition rate as new mothers come back to
careers with a whole new identity.
The assumption that the exact same person is returning, is wrong. She comes with the
added motherhood responsibilities, being the primary care taker of a young child.
Added to that
are the societal expectations, which haven’t changed much for women in India. As per the
Global Gender Gap Report 2018 (released by the World Economic Forum), women still tend
to perform the majority of unpaid
tasks (i.e. housework, household care and other unpaid activities). Of the 29 countries
where data is available women spend, on average, twice as much time on these activities
than men, in India that rises to five to one!
desire is to work closely with the FORWARD Network and see how we can make a greater
connect with the wider community to tackle this bias at the household level, to
understand how we can help change society and
ease some of the pressures women face at home to fulfill a large chunk of the domestic
and child-raising duties. Till we tackle this, we will struggle to achieve the gender
balance we seek at the workplace. Hence, this
outreach will be our next building block.
can’t change society overnight, we can do what’s in our control to better the situation
for our returning mothers.
People with Disabilities (PWD)
In the PWD
space too, we have endeavoured to make inclusion a part of the fabric of our culture. We
run sensitisation workshops for hiring managers so that they are well-prepared to deal
with, and care for, our PWD hires,
and are equipped to make them feel comfortable with us. We ensure that all their
resources – be it laptops, computers, or wheelchairs - are available for use from the
day they join us.
our PWD journey with 6 people in 2010. Today, we have nearly 100, and we hope to
continue to grow these numbers in time by providing even more opportunities and
Over the last
7-8 years, we have worked hard to build a strong network of people with disabilities,
and the recruitment team and hiring managers across our Service Centres regularly
connect, to continuously increase hiring
in this space.
network was launched in 2017 and is the latest addition to our diversity and inclusion
story. Our focus is creating an environment where people feel safe to bring their whole
selves to work. We have over 100 members
now, and over the past 6 months, we have added 6 PRIDE hires to the ANZ Bengaluru
We believe we
go far beyond policy and regulation. We truly believe and act. It’s not just modern
speak. Launching our PRIDE network even before Section 377 of the Indian Penal Code
(IPC) was ruled unconstitutional (with
regards to homosexuality) by the Supreme Court of India, is just one example. We did
what we felt was the right thing to do.
summary, inclusion is the cornerstone of our culture. We seek to go
beyond standard programs and practices and look at ways to truly bring context, voice
and understanding to our employee situations.
We know our employees value this; our employee engagement surveys tell us time and again
how much: our scores for D&I questions range in the 90s, indicating that we have made
we are advanced on the maturity curve, we still have more to do, and until we have
gender-balanced work environments where age, disability, sexual orientation, religion,
community, nationality - or any other
diversity measure for that matter – doesn’t determine one’s outcome at work, we will
keep focusing on this.
committed to building a workplace that reflects the communities in which we operate by
investing in a diverse and inclusive workforce and providing opportunities to