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 members and employers are at the heart of everything we do.

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 with an Australian Institute of Training and Development (AITD) Excellence Award in November 2018. We’ve demonstrated we’re using processes, tools and technologies which make onboarding effective, relevant and efficient for all our new employees.

We continue to embrace the spirit of our industry and membership. At Cbus, you’ll be in good company.

Hear from our staff about the benefits of working at Cbus by watching the video below (2017).

Male and female colleagues in a meeting
Workplace flexibility is a vital part of building a diverse and inclusive culture and demonstrates that at Cbus we are outcomes focused. We trust, enable and empower our most valuable asset – our people.
Georgie Taylor, Head of People and Culture

Why I work for Cbus

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

Cbus recognises the importance of diversity and inclusion and believes in supporting and empowering employees to deliver their best and provide the opportunity to bring their whole selves to work.

We believe that the inclusion of a diverse range of employees will support the organisation in delivering to its vision and to ultimately deliver the best outcomes to members.

We are committed to ensuring a workplace culture where diversity and inclusion are embraced, at all stages of the employment cycle.

Diversity and inclusion at Cbus refers to valuing and respecting all employees and acknowledging the diverse skills and perspectives employees bring to the workplace because of their gender, age, ethnicity, cultural background, disability, religious belief, sexual orientation, working style, marital status and family responsibilities.

Workplace diversity and inclusion aims to remove barriers so all employees can contribute to their full potential.

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 

We are thrilled to be recognised as a WGEA Employer of Choice for Gender Equality (EOCGE) for 2019-2020.

Cbus is a proud holder of the WGEA Employer of Choice for Gender Equality (EOCGE) citation for 2019-2020 for the third consecutive year. We are one of 119 other such organisations in Australia who “are at the forefront of the momentum for change towards gender equality in Australian workplaces”.  WGEA Director, Libby Lyons, has recognised that “these industry leaders are showing other Australian businesses how to create a better and more equal future for both women and men”.1

The WGEA citation commenced in 2014 and is a leading practise recognition program that aims to encourage and recognise organisations who have shown their commitment and best practise in promoting gender equality. 

This citation is aligned with the WGE Act but recognition as a WGEA employer of choice requires going beyond compliance with the legislation. It is notable that this year WGEA “strengthened the eligibility criteria by placing even greater emphasis on accountability, outcomes, evidence and internal reporting processes”.2   

Our commitment to progressing gender equality is evident from improvements made to our business ranging from how we recruit our employees through to how we decide to invest our members’ retirement funds. 

 

[1] Libby Lyons, WGEA Director, Media Release; 25 February 2020; 2020 leaders in workplace gender equality announced.

[2] Libby Lyons, WGEA Director, Media Release; 25 February 2020; 2020 leaders in workplace gender equality announced.

“We are committed to leading the way in gender diversity and gaining WGEA’s public recognition plays an important part in that commitment. Cbus embraces diversity because we know that this is linked with improvements in organisational performance, effectiveness, profitability, revenue, innovation and most importantly, outcomes for our members.  Diversity enables us to attract people with the best skills and attributes that reflect our members/stakeholders and Australian community”.

WGEA initiatives 

In 2020, for the seventh year in a row, Cbus has reported to the WGEA.

Some of our continuing and new initiatives include:

  • Our CEO is a WGEA Pay Equity Ambassador and Cbus publishes the pay gender gap externally and to our employees, noting our aim is to reduce it to 0%. The overall gender pay gap at Cbus as at 19 February 2020 is 15.6% (last June it was 17.18%) which is significantly below the Financial and Insurance Services benchmark of 24.6%.  
  • We implemented an inaugural Investments Sponsorship Program ‘Elevate’ which is a sponsorship program designed to empower potential women with the confidence to take action when career opportunities arise (as well as proactively create their own) with the ultimate aim of increasing the number of women in senior leadership roles.
  • We made progressive changes to our Parental Leave policy – including superannuation contribution on unpaid parental leave and the ability for primary and secondary carers to take leave concurrently. Paid parental leave can be taken at any time within 24 months of the child’s birth or adoption, allowing the secondary carer to take leave at the same time as their partner if they wish. The new entitlements demonstrate our commitment to do our bit to shift societal expectations that women are the ‘primary carers’ and encourage all parents to plan an active role in their children’s lives.
  • As part of our procurement process, we target organisations that have a gender diverse strategy.
  • In addition to being a WGEA Pay Equity Ambassador, our CEO and Kristan Fok, our Chief Investment Officer are members of the Male Champions of Change (MCC) Institute. This group is committed to learning about existing thinking and listening to women, peers, gender experts and Cbus employees to understand deeply the conditions and culture that enable women to thrive and succeed into leadership positions to not only make improvements within their own organisations, but to also use their collective influence to achieve change at a societal level.
  • As part of our CEO’s commitment as a Male Champion of Change, he is committed to ensuring that Cbus is an organisation free of sexism. To this end, we conducted a survey with a view to understanding if employee’s had any experiences of everyday sexism at Cbus and to learn about what actions we could take to ensure we build a culture that doesn’t support Everyday Sexism.  Pleasingly, survey feedback revealed that in general the Cbus environment and culture do not support Everyday Sexism and that the prevalence of Everyday Sexism at Cbus is also reported to be extremely low. Awareness and Education is required to ensure maintenance of this positive Cbus culture. The results of the survey have been shared with the Executive Team and all employees; and we engaged a guest speaker at our recent monthly all staff meeting to speak about her experiences in an effort to educate and raise awareness. We will incorporate everyday sexism and unconscious bias into all relevant Leadership and Development Programs at Cbus and investigate the implementation of stronger policies, processes and support in the instances where everyday sexism and associated behaviours do occur.
  • We are continuing our commitment to providing genuine flexible working options to all employees to support them in managing their work and lives in a way that is best suited to them and their situation. Specific to this goal:
    • There are 36.2% of employees accessing flexible work arrangements as at 19 February 2020 (last June it was 32.38%).
    • We continue to partner with Grace Papers to run flexible workshops for our Managers so that they are equipped with the capability and support to have the conversation around, and implement, flexible working arrangements with their staff.
    • Eligibility for parental leave has improved. Staff are now eligible for parental leave after six months employment, as opposed to 12 months.
    • Since relaunching and promoting our gender-neutral primary carers leave, we have had 15 males take parental leave (in FY2020).
  • In line with our set gender targets at the organisational level and within investments:
    • our female Board representation is approximately 26.6% at 27 February 2020.
    • our female representation within the investment team is 37.5% as at 27 February.
    • the gender composition as at 12 February 2020 is a 50:50 split between genders, with females now representing 50% of the total workplace, which is an improvement from the end of 2018.
  • We are participating in Future IM/Pact, an industry initiative aimed at attracting more diverse talent into the Investment teams of Australia’s leading super funds and fund managers. The initial focus is on reaching women because their perspectives are most under-represented in Investments teams. This year as part of Future IM/Pact Cbus have provided coaching and feedback at university investments competitions, hosted all female university student round tables and hosted two female interns.
  • We have executive approval of a new Cbus Pathways program which seeks to recruit roles from a diverse range of backgrounds, such as asylum seekers, refugees and humanitarian entrant backgrounds. We have recruited two employees into roles from this program.
  • We continue in our commitment to supporting employees who are experiencing family and domestic violence related concerns by providing a supportive framework and environment. We partner with McAuley Community Services to provide awareness family violence training to our Managers to proactively address family violence in the workplace. In addition, since 2018 we have participated in the 16 Days of Activism with a focus on increasing awareness of domestic violence, and we will support this campaign again in 2020.

See our WGEA report for 2020 in further reading below for more specific information regarding these initiatives.

We are required to publish this report under the requirements of the Workplace Gender Equality Act 2012 (‘the WGE Act’).  The report covers the period 1 April 2019 to 31 March 2020.