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).
Why I work for Cbus
Employee engagement - Our key drivers
Member and employer focus
Growth and development
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 2017-2018.
Cbus is a proud holder of the WGEA Employer of Choice for Gender Equality (EOCGE) citation for 2017-2018. We are one of 120 other such organisations in Australia who have been recognised as 'setting the benchmark and the pace for other Australian workplaces to follow' 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.
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.
 Libby Lyons, WGEA Director, Media Release; 21 February 2018; “2018 leaders in workplace gender equality announced”.
In 2018, for the fourth year in a row, Cbus has reported to the WGEA.
Some of our new initiatives include:
- In addition to being a WGEA Pay Equity Ambassador, our CEO is also a member 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.
- 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:
- the number of staff accessing our flexible work arrangements has increased by 20.62% from 7.14% (20/280) in 2017 to 27.76% (98/353) in 2018 as at 13th June 2018
- our Managers have taken part in flexibility workshops 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 6 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 has increased by 3%
- our female representation within the investment team is 43%, which exceeds our target of 40%.
- We have this year launched our first female investments industry sponsorship program focusing on the collective development of both male sponsors and female participants to significantly improve inclusive and diverse leadership across the Fund, with the ultimate aim of increasing the number of women in senior leadership positions
- 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.
See our WGEA report for 2018 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 2017 to 31 March 2018.
Read more about workplace gender equality.