Why you’ll love working at Cbus

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).