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PROMOTE DIVERSITY NAB

PROMOTE DIVERSITY NAB

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PROMOTE DIVERSITY

National Australia Bank An Organization with Workplace Policies that Supports Diversity

7th March, 2011 Authored by: Judy Beddoni

Table of Content

NATIONAL AUSTRALIAN BANK ................................ ................................ ................................ .... 2 NAB¶ S DIVERSITY POLICY ................................ ................................ ................................ ......... 2 GENDER DIVERSITY ................................ ................................ ................................ ................... 2 CULTURAL DIVERSITY ................................ ................................ ................................ ................ 3 INDIGENOUS E MPLOYEES ................................ ................................ ................................ .......... 3 NAB,S INDIGENOUS RECONCILIATION ACTION P LAN ................................ ................................ 4 NAB DIVERSITY IN THE W ORKPLACE ................................ ................................ ........................ 5 CONCLUSION ................................ ................................ ................................ ............................. 6 REFERENCES ................................ ................................ ................................ ............................. 7 A PPENDICES ................................ ................................ ................................ .............................. 8

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NATIONAL AUSTRALIA BANK
An Organization with Workplace Policies that Supports Diversity

National Australian Bank
The National Australia Bank (NAB)does have Workplace Policies that Supports Diversity NAB is anorganisationthat deals with financial services.As can be seen in(1.Nab, 2009)³they have more than1,800 branches and service centerswith over 40,000 employees.´ Aligned with NAB¶s Regional Diversity Action Planis the Reconciliation Action Plan. TheReconciliation Action plan looks at programs to address the employment and educational opportunities for Indigenous Australians. In 1997, NAB stated (2. Nab, 1997)that they lodge a Disability Action Plan with the Human Rights & Equal Opportunity Commissionunder the Disab ility Discrimination Act (1992) they were the first publicly listed company to so.NAB is also committed to ensuring that all NAB staff understands the Disability Discrimination Act and i ssues associated with disabilities.

NAB¶s Diversity Policy
NAB¶sGroup Diversity Policy (Appendix 1), clearlyoutlines NAB¶s diversity and inclusion
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agenda with regards to (3.Nab 2010):providing employees with flexible work practices, gender, disability, cultural diversity and their community principles.

Gender Diversity
At NAB they state that women account for around 57% of total employees that leaves 43% males.

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NAB aim to assists women to reach the top. They encourage women and as of 2011(4.Nab 2011)³NAB were the Employer of Choice for Women by The Equal Opportunity for Women in the Workplace Agency (EOWA) for the fifth year in a row.´ NAB continues to strengthen their commitment to women with great initiatives as shown at (5.Nab 2011) some of these include networking and support groups, career development programs and mentoring. They provide support and tools to help women balance career and family responsibilities, such as parental leave, flexible working practices and childcare. NAB also has a new superannuation entitlement of up to 40 weeks of superannuation contributions during unpaid parental leave thus helping address the financial disadvantage from parental career breaks which disproportionately impact women .

Cultural Diversity
A diverse workforce is better able to understand the demographics of the community in which they operate. NAB seems to be committed to providing a culturally diverse and aware workforce. There are no numbers available for employeesfrom diverse backgrounds (CALD). .

Indigenous Employees
As part of their commitment in their Reconciliation Action PlanNAB assistIndigenous people in reaching their potential . NAB provides sustainable employment and
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training(6.Nab 2009) such as school based traineeships, business banking apprenticeships,Cadetships and General and Graduate recruitment. TheirIndigenous Employment Program has recruited more than 72 Indigenous employees across Australia since its beginning in 2008.

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NAB,sIndigenousReconciliation Action Plan
National Australia Bank is one of Australia¶s largest businesses and as such they recognise that they have an important role to play in addressing the continued disadvantage experienced by Indigenous Australians. NAB believes in helping build strong, susta inable and more inclusive communities. The aim of this action plan is to lift their focus on and involvement with Indigenous Australians. NAB¶s first Reconciliation Action Plan (RAP) (Appendix 2)was launched on 1 December 2008. This plan aims to build on what a financial services organisation can bring to address areas of Indigenous disadvantage. Their Reconciliation Action Plan is helping NAB¶s people develop a greater understanding of and respect f or Indigenous Australians, their culture and aspirations by provide access to employment opportunities and training. After consultation with Indigenous people, organisations and communities, NAB have reviewed and updated their RAP. Their second RAP (Appendix 3)summarises their efforts to date and details there more ambitious goals in 2010. Their strategy continues to focus on three areas that play to their strengths as an organisation and aligns with their goal to build strong, sustainable and more in clusive communities. These are(7.Nab 2009):
y

Provide greater access to financial products and services to
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promote financial inclusion.
y y

Build access to real long -term jobs in a sustainable way. Support greater organisational understanding of and respect for Indigenous Australians, their culture and aspirations.

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NAB Diversity in the Workplace
At NAB they are committed to ensuring diversity is not a program but the way they do business.Diversity is about creating an environment where all employees have the opportunity to reach their full potential. Diversity is important not only for their employees, but also for the business. Gender diversity, as with other types of diversity, helps create a competitive advantage for their organisation - it helps them attract and retain talented people, create more innovative solutions, and more accurately reflect the customers and communities they support, allowing them to be more flexible and responsive to their customers' needs. NAB recognises(8.Nab 2010) the importance of empowering and encouraging all employees to take responsibility for making diversity part of how it does business. Its aim is for all employees to hold themselves accountable for building diverse teams and acknowledge diversity as something which is not the responsibility of only a small group of people. NAB¶s first step in this direction was the introduction of its µEnterprise Behaviors¶, which set clear expectations of behaviours which foster and promote diversity, inclusion and flexibilit y. Employee performance is evaluated on these behaviours.´ NAB recognises that a diverse and inclusive workforce is not only good for employees; it is also good for their business. To continue to be a relevant, adaptive and innovative organisation they must leverage the full potential of all their
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employees. A culture that embraces individual difference in all its forms will enable them to do this - through diversity of thought. NAB¶s intent is to develop and maintain a workforce at all levels, includin g executive management, which reflects the diversity of the customers they serve, and the communities in which they operate. Across their Company, NAB is increasing momentum on diversity, with a particular

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focus on gender and age, as well as greater work a nd career flexibility.

Conclusion
³DIVERSITY IS A COMPETITIVE ADVANTAGE, BRINGING REAL VALUE TO COMPANIES BY ADDING TO THE COLLECTIVE SKILLS AND EXPERIENCE OF THE ORGANISATION.´

NAB seems to be committed to developing their diversity policies and strategies and setting measureable objectives for achieving greater diversity in the workplace. With the µEnterpriseBehaviors¶ agreement in place all employees areempowered and encouraged to take responsibility for making diversity part of how NAB does business.Employee performance is evaluated on these behaviors¶ so of course all employees will follow it. NAB¶s current stand on diversity in the workplace, is more focus on gender and age, as well as greater work and career flexibility , that to me seems to imply less time and effort on disabilities and cultural diversity. This probably accounts for the low figures for Indigenous employees and no figures available for employees from diverse backgrounds or employees with disabilities. Diversity is important not only for NAB but also for their employees; I believe Nab should not be selective in focusing its diversity in the workplace on specific aspects of their Diversity policy but all that it entails.

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References
1. The National Australia Bank (NAB). (2011) [Internet]. Available at <http://www.nabgroup.com/0,,32714,00.html > accessed 5th March 2011. 2. Disability Action Plan (NAB). (2006) [Internet]. Available at <http://www.nab.com.au/wps/wcm/connect/nab/nab/home/about_us/7/4/1/1/9/225 > accessed 5th March 2011. 3. Group Diversity Policies (NAB). (2011) [Internet]. Available at <http://www.nab.com.au/wps/wcm/connect/8fe4e4004b9d48aca328e3f1eeeae8e9/T he_Final_online_version_diversity_at_NAB.pdf?MOD=AJPERES&CACHEID=8fe4e4 004b9d48aca328e3f1eeeae8e9 accessed 5th March 2011.

4. Gender Diversity- Employer of Choice for Women . (2011) [Internet]. Available at <http://www.nab.com.au/wps/wcm/connect/nab/nab/home/about_us/8/5/11/13/1 > accessed 10th March 2011. 5. Diversity Initiatives.(2011) [Interne t]. Available at <http://www.nabgroup.com/0,,102521,00.html > accessed 5 th March 2011. 6. Indigenous Employment Factsheet. (20 09) [Internet]. Available at <http://www.nab.com.au/wps/wcm/connect/58cde3804e18955ba5aeb7370ecc2c55/F act_Sheet_Indigenous_Employment_2009.pdf?MOD=AJPERES&CACHEID=58cde3 804e18955ba5aeb7370ecc2c55 > accessed 10th March 2011. 7. NAB¶s2008 1st Reconciliation Plan.(2008) [Internet]. Available at <http://www.nab.com.au/wps/wcm/connect/97763a804c20b9ac8893ed5e7826be79/ Reconciliation_Action_Plan.pdf?MOD=AJPERES&CACHEID=97763a804c20b9ac88 93ed5e7826be79 > accessed 10th March 2011.
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8. NAB Diversity in the Workplace 2010) [Internet]. Available at <http://www.nabgroup.com.au/0,,102521,00.html > accessed 10th March 2011.

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Appendices
Appendix 1: GroupDiversity and Inclusion Policy

http://www.nabgroup.com/vgnmedia/downld/Group_Diversity_Policy.pdf

Appendix 2: 2008 1st Reconciliation Plan http://www.nab.com.au/wps/wcm/connect/97763a804c20b9ac8893ed5e7826be79/Reconcili ation_Action_Plan.pdf?MOD=AJPERES&CACHEID=97763a804c20b9ac8893ed5e7826be7 9

Appendix 3: 2010 Reconciliation Plan http://www.nab.com.au/wps/wcm/connect/5b045f004084e2209ccffd51bfcae2e8/NAB+Recon ciliation+Action+Plan.pdf?MOD=AJPERES&CACHEID=5b045f004084e2209ccffd51bfcae2e 8

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