Working at Cbus

Why you’ll love working at Cbus

We support a positive and inclusive work culture, providing a supportive and friendly environment to help grow your career

A ‘Day in the Life’ at Wesley Place

Enjoy our supportive leave options

Cbus has a range of leave allowances to suit where you are at in life. We offer great entitlements in addition to your annual leave, as a Cbus employee you’ll have access to:

Carer's leave - 5 days a year
Flexi days - 5 days per year which can be used for personal health and well-being
Gender affirmation leave - 6 weeks' paid + 48 weeks' unpaid leave
Gender equal parental leave - regardless of whether they are primary or secondary carers, up to 26 weeks' paid in relation to the birth (including birth by a surrogate) or adoption of a child + 16.5% super paid on unpaid leave, along with a keeping in touch program & parental leave support
Menstrual and menopause leave - 12 days paid per year
End of year - Additional paid leave over end of year closure
Grandparents' leave – so you can be part of your grandchildren’s special moments

Additional super contributions

Cbus isn’t only committed to the best retirement outcomes for our members - we also provide increased superannuation contributions of 12% and up to 16.5% to our employees.

Flexibility that works for you

We’ve always provided our people with flexible working arrangements to balance work with, well – life! All Cbus employees have access to flexible working arrangements from our organisation. Cbus encourages employees to explore arrangements that benefit your individual circumstances.

Grow your career

At Cbus, we want our people to feel empowered to drive their own career and development, supported by their People Leader and enabled by Cbus's development programs, tools & resources. We support your professional development by

Explore - Explore what is important to you through your personal and work aspirations, interests and values
Focus - Develop your career goals & development objectives. Consider what activities you could undertake to achieve them
Activate - Have a conversation with your People Leader to finalise your objectives and make them happen!

Supporting your health and wellbeing

Cbus employees can enjoy a year-round Health & Wellbeing events and activities program that focus on you being ‘Well at Work’. In addition, you’ll enjoy spending up to $297 every six months on your choice of Health & wellbeing products and services.

Employee engagement

Our key drivers:

Supportive leadership
Member and employer focus
Collaboration
Growth and development
Meaningful work
Reward and recognition

Diversity and inclusion at Cbus

At Cbus, we’re striving towards a future where everybody feels seen, heard and respected. In our “Listening to Cbus 2024” Employee Engagement Survey, 87% of our people felt that Cbus has shown a genuine commitment to workplace diversity and inclusion through its actions. We will continue to cultivate an environment that seamlessly blends our unique personalities and intersecting identities to optimise performance and create a true sense of belonging.

We embed everyday inclusion by supporting new and existing employee-led resource groups.
Empower our people to thrive by creating a safe space for people to connect, learn and grow.
Our leaders at all levels champion and take accountability for inclusion and diversity.

Gender equity

We are committed in continuing our focus on achieving gender equality and closing the gender pay gap. We have embedded a gender inclusive culture through training, awareness-raising and promoting flexible and hybrid work for everybody.

LGBTQ+

We foster a safe, inclusive and supportive environment for LGBTQ+ employees and allies at Cbus. We empower and uplift LGBTQ+ voices and promote equality so that Cbus is a space where everyone can thrive, regardless of sexual orientation, gender identity or expression.

Aboriginal and Torres Strait Islander peoples

Aboriginal and Torres Strait Islander peoples may face distinct challenges that prevent them from managing their superannuation. As such, we’re responding to the diverse needs of Aboriginal and Torres Strait Islander members and communities by embarking on a reconciliation journey to improve financial wellbeing of our members during their working lives, and into retirement.

Workplace Gender Equality

WGEA annual reporting

Each year Cbus submits a compliance report to the Workplace Gender Equality Agency (WGEA) who are charged with promoting and improving gender equality in Australian workplaces. We submit data across a number of gender equity indicators to demonstrate compliance with the Act.

You can access the public reports below. The reports cover the period from 1 April 2022 to 31 March 2023.

At Cbus we are committed to continue our focus on achieving gender equality. Here are some notable call outs from this year’s reporting period and some key focus areas for Cbus:

In many respects, we are leading on gender diversity relative to our industry:
- Our overall female representation is 47.5%
- We have 43.1% female representation in management roles (38.8% at Heads of level & 45% across all other management roles).
- We have 43% female representation in the Executive team and continue to work on achieving 50% target. Our board female representation remains steady at 36%.
- 49.5% female representation in non-management roles.
We have continued to prioritise flexibility. Our 2022 Listening to Cbus survey data indicates that 93% of our employees have the flexibility they need to manage their work and other commitments.

Under our gender-equal parental leave policy, we provide 20 weeks paid leave for eligible parents. The initiative is designed so that every new parent, regardless of gender, can share caring responsibilities while maintaining their career. This year 55% of parents taking leave were male, demonstrating that the gender-equal benefits of the revised policy are enabling parents to share caring responsibilities and improving women’s options to return to pursue their careers.

Our grandparents leave also supports our goal to improve women’s options to pursue their career and provides working grandparents the opportunity to stay connected to their growing families and enjoy special moments with their grandchildren.

Employees are entitled to up to 12 days of paid menstrual or menopause leave per year which further recognises and supports care for women. This leave can be accessed if the employee is unable to work due to symptoms associated with menstruation or menopause.

We recognise that not everyone exclusively identifies with the gender they were assigned at birth and welcome people of all gender identities and continue our committed to creating a safe space where everyone feels included. We offer four weeks of paid and up to 48 weeks of unpaid gender affirmation leave for our employees and support them on their journey to be their true selves.

We continue to partner with Grace Papers to provide access to workshops and information around flexibility, parenting and caring. This includes access to coaches to help support the navigation of work and parenthood. This year, all our employees who took parental leave returned to Cbus at the conclusion of their leave, indicating that this program is adding value.

Of those who were promoted internally, 55% were female. Additionally, 53.8% of roles filled with internal candidates were female which means we are working to identify and keep our female talent.

As at April 2023, our gender pay gap for Total Remuneration (salary + superannuation) between female and Male employees was 11.7%, down from 15.9% in April 2022 (Australian Gender pay gap for 221-2022: 22.8%). Our gender pay gap goal of 0% for like-for-like roles (which compares the same or similar roles of equal and comparable value), remains our core focus with a budget being allocated to each business unit to support closing the gender pay gap.

As an organisation we are an advocate on gendered issues and policy, such as the superannuation gender gap, where there is a large gap between the superannuation savings of Australian men and women. We are represented on the Women in Super policy committee to help drive industry wide change. Because the current superannuation system is linked to paid work, it overwhelmingly disadvantages women who are more likely to move in and out of paid work to care for family members. Cbus will continue to contribute superannuation on unpaid parental leave as a step toward closing the superannuation gender gap.

We continue in our commitment to support employees who are experiencing domestic and family violence (DFV). There are many components to this support including unlimited special leave, emergency accommodation, advanced pay loan etc. Our focus needs to be on prevention, and we will continue to focus on taking action in the workplace on DFV.

During International Women’s Day this year, we talked about the importance of gender equity and what we could do to drive change in this space.

We stood up our first Gender Equity Employee Representative group (ERG) sponsored by Mirella Robinson our Chief Information and Technology Officer. This group is made up of females and males who are passionate about driving change and bridging the gap between genders.

We’re passionate about creating an environment that is fair, inclusive, and supportive; a place where everyone can truly be themselves.

Read Cbus Gender Pay Gap - Employer Statement (PDF).