At Police Credit Union, we understand that our biggest strength is our people. We are committed to creating a workplace that is inclusive for all employees no matter their gender or heritage.
Each year, Police Credit Union is required to submit a Workplace Gender Equality Report to the Australian Government Agency created by the Workplace Gender Equality Act 2012 (Act). This report provides a snapshot on the gender balance within an organisation and reports on the average earnings of all male and female employees.
Below is a summary of the key takeaways for the 1 April 2023 – 31 March 2024 report.
- Since the report was published, 50% of our executive roles, 71% of our senior managers, 64% of our middle managers and 50% of our assistant managers were leadership roles held by females.
- Across most areas and titles in the business, equivalent job roles were paid equitably across genders. This was with the exception of the Executive team, which saw a greater gap due to the seniority and tenure within the team.
- We have implemented a Family Leave Entitlement to support primary caregivers returning to the workplace after having children whilst balancing their work and family obligations.
- We have increased our flexible work options to support staff with balancing their professional and personal commitments. Currently 52% of our employees benefit from having regular or ad-hoc work from home arrangements.
- In 2023, six out of the ten scholarships awarded were given to female employees. In addition, 11 out of the 17 awards given out during the year were awarded to female recipients.
It is critical to our success that our people reflect the Members we serve and the communities that we support. We hope our work in monitoring and improving gender equality and staff incentives produces engaged teams. Teams, who share their diverse insights to drive innovative solutions to improve our Member services and foster customer experiences which are second to none.