rachel slade
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Leading diversity
What is our vision for diversity at The Westpac Group?
“Our aspiration is to create a workplace where the best people want to work. It is a vital part of our vision to be one of the world's great companies, helping our customers, communities and our people to prosper and grow. We need to ensure that we have an environment where true talent shines, enabling our people to be the best they can be. Our aim is to be a leader in the community promoting and celebrating diversity”.
Setting up for success
Shared vision
The business case
Whole of business approach
Strong accountability framework
Integrated execution model
Hard wiring AND soft wiring
Strong program management
Data, data and more data – quantitative and qualitative
Our vision is to be one of the world’s great companies for diversity and flexibility
How we do it
Where we focus
It means
Communication and change leadership: Building diversity capability of senior leadership; relentless communication of key messages and role modelling; challenging status quo
Flexibility practices: Supporting the application of policies through simplification, job design, flex coaching and leader capability development
Culture and confidence: Improving the confidence of our leaders through training, coaching and mentoring
Measurement and reporting: Maintaining a rigorous fact base to support decision making
Integration: Making diversity part of the way we do business
Market leadership: Be a corporate role model, take the leadership position
Women in leadership
Indigenous employment
Age diversity
Accessibility
Our workforce profile delivers
competitive advantage
We can leverage the value of diversity for all our stakeholders
We have a truly inclusive, barrier free workplace
We role model and are recognised as an innovator in diversity practice
Cultural diversity
Our strategy is grounded in core themes
We ensure all leaders have broad experiences….
1. affect large scale change
2. lead a customer interfacing area
3. manage significant business risk
4. lead a diverse and demanding work team
5. lead across businesses and across functions
6. manage significant relationships with external stakeholders
7. be exposed to a different culture or market outside Australia
Our seven critical experiences
…we ask employees how our leaders are performing…
decisions are consistent with the values
encourages me to come up with innovative solutions
does not promise things which we cannot deliver
works effectively with people who are different to him or herself
encourages us to cooperate to get the job done
gives me regular feedback on my performance
uses conflict constructively to improve ideas
provides coaching to help me improve my skills
…and we recruit for diversity
Graduate recruitment criteria
Thinkers and doers
A strong customer focus
A positive outlook
Great communication skills
Confidence
A passion for working in financial services
Strong interpersonal skills
People who are keen to work as part of a diverse team
The business case
Capturing the economic, social and cultural dividends from valuing diversity in employees, customers and
suppliers can offer a sustainable competitive advantage
Offers greater employee engagement leading to improved productivity and profitability
Better understanding of the needs of current and potential customers by more closely reflecting the demographics of the community
Delivers sustainable value for shareholders
Enhances reputation in the community as a trusted organisation that ‘does the right thing’
Provides access to an unfair share of the talent pool
Our execution model is integrated, from the grass roots level up
Diversity & Flexibility Team
Group Diversity CouncilGail Kelly (Chair)
Board
Business Divisions
Employee Action Groups
HR Centres of Excellence
Corporate Affairs &
Sustainability
1200+ Chief Diversity Stars (advocates across the Westpac Group)
HR GMs & Generalists
One team: work with the customer and community facing parts of the business
Government Relations
Government Relations
Group Sustainability
Group Sustainability
Community PartnershipsCommunity
PartnershipsSocial Sector
BankingSocial Sector
Banking
Indigenous Engagement
Team
Indigenous Engagement
Team
Organisational Mentoring
Organisational Mentoring
Westpac Women’s Markets
Westpac Women’s Markets
Diversity and Flexibility
Diversity and Flexibility
Our approach
Group wide programs to demonstrate change leadership, lift awareness, create opportunity
Examples:– Story telling and symbols– Research partnerships– Coaching and mentoring– Leadership Development
Enterprise wide interventions to focus behavioural and process change
Examples:
– Women in Leadership targets
– Policy changes
– Women on shortlists
– Group Diversity Council
Soft Wire
cultural change
Hard Wire
policy and process
High impact in the short term – but likely unsustainable
Low visible impact in the short term – but creates sustainable culture change
Hard wiring: targets
Levers to success
• CEO sponsorship
• Accountability
• Dedicated team
• Rigorous measurement
• Key levers in talent pipeline– Graduate intake– Succession planning– Women on shortlists– Women on interview panels– Blind screening– Leadership development– Executive sponsorship– Coaching and mentoring– Career planning and pathing
40%by
2014
Softwiring: story telling and case studies
Divisional UpdatesDivisional Updates
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Board ReportingBoard Reporting
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Program Status UpdateProgram Status Update
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Key People MetricsKey People Metrics
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Disciplined program management
120 Day Workplan120 Day Workplan
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Clarity around:
• Activities
• Outcomes
• Priorities
• Funding
Our Diagnostic Process
• Annual Staff Perspective Survey - over 90% response rate; measures engagement, culture and leadership
• Annual Diversity Survey – 43% response rate for inaugural survey; focused on all areas of diversity
• Focus Groups – with employees from all areas of the Group to take a deeper dive into survey results or key issues
• Employee Action Groups – designed to provide networking opportunities and business input and create solutions
• Ad hoc employee feedback - employees provide feedback on our policies and practices by contacting our HR Help Desk
• Exit interview data and case management data analysis - we regularly analyse what employees leaving the organisation tell us about their experience at The Westpac Group
• Rigorous People Metrics – measure and track performance on critical inputs and outputs at a granular level
Diversity audit process
Interviews30+ senior leaders
Focus Groups1,100+ volunteers
On-line Survey40,000 invitations
• To gather insight into the diversity and inclusion challenges facing each business in the Group
• To gauge leadership commitment to the business case for inclusion
• To identify areas of focus for the online survey be administered across the Group
• To test the feedback and resulting hypotheses from the interviews
• To perform a Diversity Census to understand the actual diversity profile of our workforce
• To assess the culture by measuring employees’ attitudes and perceptions on a range of diversity issues
• To build on the results of the online survey
• To test the findings with a broad range of employees
• To build a community of advocates for the future
Integrated, consistent, sustained communication programIntegrated, consistent, sustained communication program
Diversity audit outcomes
What did we learn? What’s nextWhat did we do?
• Deep insight of the make up of our workforce, beyond age and gender
• Bellwether on key cultural issues and perceptions
• Feedback on familiarity and application of policies
• Feedback on areas of need and gaps
• High level of engagement with issues and the agenda
• Rapidly launched new policies and resources
• Rolled out critical training
• Communicated results broadly in but in a targeted and integrated way
• Re-prioritised our workplan
• Mobilised Employee Action Groups
• Recognised our chief diversity stars
• Continued engagement with key resource groups to drive action:
• EAGs
• Diversity stars
• Re-test a subset of questions
• Refine workplan
• Repeat
• Integrated, consistent, sustained communication program• Group and divisional action planning• Integrated, consistent, sustained communication program• Group and divisional action planning