Working at Cbus

We support a positive and inclusive work culture, providing a supportive and friendly environment to help grow your career.

Why work for us?

Every day, we're inspired by our passionate people and their contribution to making a difference. Our success lies in the talent and capability of our people, and our ability to work collaboratively.

Our onboarding and induction program has been recognised by the Australian Institute of Training and Development (AITD). We continue to refine this program as our ways of working change. Our induction is very interactive enabling our new team members to meet with a number of senior leaders (including our CEO), while building their network and knowledge of the organisation.

At Cbus we are proud of how we embrace the spirit of our industry and membership. Our members and employers are at the heart of everything that we do.

Hear from our staff about the benefits of working at Cbus by watching the video below.

Career opportunities

If you think Cbus sounds like a great please to work, check out our current opportunities.

 

Employee engagement - Our key drivers

Manager

Member and employer focus

Collaboration

Growth and development

Meaningful work

Reward and recognition

Diversity and inclusion at Cbus

Diversity is important to us

Diversity and inclusion at Cbus is about valuing and respecting all employees and acknowledging the diverse skills and perspectives every individual brings to the workplace.

We believe that inclusion of the diversity that our employees bring to Cbus will support the organisation in achieving our vision and the best outcomes for our members.

We aim to ensure that all employees have equal access to opportunities available at work and are equitably rewarded and recognised for their important contributions.

 

Workplace Gender Equality

WGEA annual reporting

Each year Cbus submits a compliance report to the Workplace Gender Equality Agency (WGEA) who are charged with promoting and improving gender equality in Australian workplaces.  We submit data across a number of gender equity indicators to demonstrate compliance with the Act.

You can access the public reports below.  The reports cover the period from 1 April 2021 to 31 March 2022.

At Cbus we are committed to continue our focus on achieving gender equality. Here are some notable call outs from this year’s reporting period and some key focus areas for Cbus:

  • Our gender representation:
    • Our overall female representation is 47.6%
    • We have 45.6% female representation in management roles (55.2% in Heads of roles & 43.1% in all other management roles).
    • We have achieved our target of 50% female representation in the Executive team and exceeded our 30% target on board representation which is 35.7%.
    • 48.5% female representation in non-management roles.
  • Our CEO Justin Arter is a proud member of the Champions of Change Coalition, a high-profile coalition to lead and be accountable for change on gender equality issues in their organisations and communities.
  • In responding to COVID-19, we took the opportunity to rapidly increase workplace flexibility maturing from pandemic remote work to flexible working where we have choice in managing our work and lives in a way that is best suited to each unique situation and business need. Our employee engagement result showed that 93% (up from 84% last year) of our employees have the flexibility they need to manage their work and other commitments.
  • Our gender-equal parental leave policy, offers 20 weeks paid leave and option to take unpaid leave (with super contribution) for eligible parents. The initiative is designed so that every new parent, regardless of gender, can share caring responsibilities while maintaining their career. This year 56.5% of parents taking leave were male, demonstrating that the gender-equal benefits of the revised policy are enabling parents to share caring responsibilities and improving women’s options to return to pursue their careers.
  • We continue to partner with Grace Papers to provide access to workshops and information around flexibility, parenting and caring. This includes access to coaches to help support the navigation of work and parenthood. This year, all our employees who took parental leave returned to Cbus at the conclusion of their leave, indicating that this program is adding value.
  • We know that every person is diverse, and we value the diversity that exists at Cbus, so we are working to ensure our policies and employee entitlements can be truly inclusive. We recognise that not everyone exclusively identifies with the gender they were assigned at birth and welcome people of all gender identities and continue our committed to creating an safe space where everyone feels included. We offer four weeks of paid and up to 48 weeks of unpaid gender transition leave for our employees and support them on their journey to be their true selves.
  • We continue to work on ways to increase opportunities for the development and promotion for women at Cbus. Of those who were promoted internally, 54.8% were female.
  • Our gender pay gap continues to close year on year as we strive toward our goal of 0%. A budget is allocated for each business unit to address gender pay gaps.
  • Cbus gender pay gap:
    • as at April 2022, our gender pay gap for Fixed Remuneration (salary + superannuation):  was 13.5%, down from 14.6% in July 2021 and 15.6% in October 2020.
    • as at 31 March 2022, our gender pay gap for Total Remuneration (salary + super + allowances (WGEA definition)): was 15.9%, down from 16.5% previous year. The Financial Services Industry benchmark was 26.9%.
  • As an organisation we are speaking out on gendered issues publicly, such as the superannuation gender gap, where there is a large gap between the superannuation savings of Australian men and women. Because the current superannuation system is linked to paid work, it overwhelmingly disadvantages women who are more likely to move in and out of paid work to care for family members. Going forward, Cbus will contribute superannuation on unpaid parental leave as a step toward closing the superannuation gender gap.
  • We continue in our commitment to support employees who are experiencing domestic and family violence (DFV). There are many components to this support including unlimited special leave, emergency accommodation, advanced pay loan etc. Our focus needs to be on prevention, and we will continue to focus on taking action in the workplace on DFV.

We are dedicated to creating an environment that is fair, inclusive and supportive; a place where everyone can truly be themselves.