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Sustainability at CBA / Gender diversity

Our commitment

We want our people to feel respected, safe and included at work and our Gender Equality Action Plan outlines our commitment through:

  • Challenging gender stereotypes to promote equality. For example, our Parental Leave Policy is inclusive of all genders and we encourage gender neutral parental care, men’s participation in caring, and recognise a broad definition of families.
  • Strengthening positive and equal relationships through our Next Chapter Program, supporting employees and customers affected by domestic and family violence and financial abuse.
  • Championing equal opportunities at work by educating our leaders about equitable decision-making, pay equity analysis, and monitoring gender equality in leadership.
  • Listening to our people to understand their experiences through regular listen and learn sessions, and by analysing data from our Your Voice engagement survey.
  • Gender equality in governing bodies with the CommBank Board and other boards to achieve 40% female membership, 40% male membership, and 20% of any gender that holds the relevant skills and experience.

We are also committed to reducing our gender pay gap.

Currently, our focus is on increasing female representation, including through recruitment, development, and retention; greater access to flexible work arrangements; challenging gender stereotypes in roles; and encouraging and supporting more women to pursue careers in technology and specialist roles.

Our commitment

We want our people to feel respected, safe and included at work and our Gender Equality Action Plan outlines our commitment through:

  • Challenging gender stereotypes to promote equality. For example, our Parental Leave Policy is inclusive of all genders and we encourage gender neutral parental care, men’s participation in caring, and recognise a broad definition of families.
  • Strengthening positive and equal relationships through our Next Chapter Program, supporting employees and customers affected by domestic and family violence and financial abuse.
  • Championing equal opportunities at work by educating our leaders about equitable decision-making, pay equity analysis, and monitoring gender equality in leadership.
  • Listening to our people to understand their experiences through regular listen and learn sessions, and by analysing data from our Your Voice engagement survey.
  • Gender equality in governing bodies with the CommBank Board and other boards to achieve 40% female membership, 40% male membership, and 20% of any gender that holds the relevant skills and experience.

We are also committed to reducing our gender pay gap.

Currently, our focus is on increasing female representation, including through recruitment, development, and retention; greater access to flexible work arrangements; challenging gender stereotypes in roles; and encouraging and supporting more women to pursue careers in technology and specialist roles.

We can. Together.

  • Having achieved our 2020 goals, we now aspire for Executive Manager roles and above to reflect the Australian working population. We have set a goal of achieving 47%-50% gender equality in Executive Manager and above roles by 2025 – a goal that is inclusive of people who do not identify with a binary gender (male or female).

Key Representation Statistics for FY2024

  • Employees who accessed parental leave: Females 1281; Males 1031
  • Women in workforce: 53.7%
  • Women in EM+ roles: 44.9% 

Employee-led diversity networks

Our six employee-led diversity networks play a vital role in creating an inclusive culture. They do this by:

  • Elevating the voices of our people to ensure their experience at work is heard
  • Promoting respect and inclusion on days of significance
  • Supporting the Group Inclusion and Diversity strategy and action plans, which includes partnering with community organisations and academic experts to inform our approach.

Yana Budjari: Our network supporting our commitment to the Reconciliation Action Plan

WeCan: Changing the conversation about gender equality because it benefits everyone

AdvantAge: Life-stage and age inclusion

ENABLE: Accessibility and inclusion

Mosaic: Cultural diversity and inclusion

Unity: LGBTI inclusion (sexual orientation, gender identity and gender expression)

Learn more about

    • Women In Focus – We empower women-led businesses with access to the resources, skills and supporters you need for success.
    • Next Chapter – Our commitment to support people in Australia affected by financial abuse to begin their next chapter and achieve long-term financial independence.
    • Refer to our 2024 Annual Report for more information on our progress and diversity metrics.

Awards & recognition

Family Inclusive Workplace certified

As one of the first organisations to be certified as a Family Friendly Workplace, we are proud to be recognised for the depth and breadth of support options we provide for families and carers. This includes a diversity of leave options, such as Sorry Business Leave; workplace support for domestic and family violence; resources for LGBTI families; aged caring support; wellbeing guides for new and single parents; and guides to assist with navigating miscarriage, stillbirth and infant loss.

We can help