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


Member and employer focus


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 2018-2019.

Cbus is a proud holder of the WGEA Employer of Choice for Gender Equality (EOCGE) citation for 2018-2019. We are one of 141 other such organisations in Australia who have been recognised as 'setting the benchmark and the pace for other Australian workplaces to follow' 1 with regard to gender workplace equality. 

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. “These leading employers know the importance of achieving gender equality for their employees and for their business and are implementing leading-practise measures to do so”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; 21 February 2018; 2018 leaders in workplace gender equality announced.

[2] Libby Lyons, WGEA Director, Media Release; 25 February 2019; 2019 leaders in workplace gender equality announced.

David Atkin, CEO
I'm proud to lead an organisation recognised as a WGEA Employer of Choice for Gender Equality because gender equality and diversity improve our productivity and talent acquisition, and are fundamental to the success of the Fund.
David Atkin, CEO

WGEA initiatives 

In 2019, for the fifth 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 is currently (as at June 2019) 17.18% (last year it was 18%) which is significantly below the industry standard of 31.9%.  
  • We implemented an inaugural Investments Sponsorship Program ‘Elevate’ - 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.  The new entitlements reflect our commitment to challenging social norms around women being considered ‘primary carers’ and encouraging all parents to have active roles in their children’s upbringing and care.
  • 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 will be conducting a survey to understand employees’ experiences of everyday sexism at Cbus and learn about what actions we can take to eliminate this.
  • 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 32.38% of employees accessing flexible work arrangements as at 17 June 2019.
    • 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 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 ten males take parental leave.
  • In line with our set gender targets at the organisational level and within investments:
    • our female Board representation is approximately 28% at 17 June 2019.
    • our female representation within the investment team is 37.5% as at 17 June 2019.
    • the gender composition of our workplace overall is 49.4% females and 50.6% males as at the end of 2018.
  • We are participating in an Industry Employee Value Proposition Project co-ordinated by Mercer that aligns with our commitment to take part in industry initiatives that seek to attract diverse (with a strong emphasis on female) talent to the investments industry by promoting the industry’s purpose, impact and career paths.
  • 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 are committed 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, in 2018 we participated in the 16 Days of Activism with a focus on increasing awareness of domestic violence and we will support this campaign again in 2019.

See our WGEA report for 2019 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 2018 to 31 March 2019.