Inclusion and diversity policy

People are at the heart of who we are and what we do. Our commitment is to create a culture of wellbeing, inclusion, and diversity, where people are safe to be themselves and feel respected and valued. Setting our people up for success empowers them to deliver great outcomes and value to our members, our organisation, and our communities. When people thrive, everyone benefits.

The CPA Australia Wellbeing, Inclusion and Diversity Strategic Framework supports CPA Australia’s vision and purpose and is underpinned by our organisational values (the CPA Australia Way). It sets out how the organisation will ensure it is a diverse, equitable, and inclusive workplace. It will enable our commitment to inclusion and diversity.

To achieve this our strategic framework focuses on four key areas:

1. Foster individual wellbeing. Promote and support individual health and wellbeing, fostering greater engagement, inclusion, and the ability to thrive.
2. Lead with inclusion. Promote a people centered culture where people feel safe, respected, included, and valued. We will create a positive and productive workplace, where people are set up for success and are able to thrive work.
3. Empower a diverse workforce. Leverage our diversity to create opportunities to innovate and deliver excellence to our members, our organisation, and the profession.
4. Community and advocacy. Leverage our internal capability to lead the profession in advocating for equity, inclusion, and diversity, partnering with members to enhance our communities.

The strategic framework will support our commitment over a three-year period from 2022 until the end of 2024, with three horizons, starting with building on the foundations, embedding within and extending outward, and leading through collaboration.

CPA Australia is committed to inclusion and diversity because it supports our vision and purpose and is underpinned by our organisational values which reflect what we stand for, help us work as one team, and is our commitment to each other and defines our way of working. By aligning with our business strategy and being guided by our values, we can deliver the best member outcomes and partner together for success. To achieve this our commitment is to ensure that all policies, processes, and practices are equitable and inclusive of all workplace participants. We are committed to equality and treating all individuals, our employees, members and the communities in which we operate, with fairness and respect.

Our commitment to inclusion and diversity means that CPA Australia will:

• Have a truly safe and inclusive workplace where every individual can participate and develop regardless of age, cultural background, disability, ethnicity, sex, gender identity, marital or family status, religious belief, sexual orientation or socio-economic background, perspective and experience.
• Have a workplace where people feel welcome and are respected, connected, supported, and valued.
• Have zero tolerance towards discrimination, harassment, and bullying.
• Ensure that policies, practices, systems, and processes are free from biases, providing a fair and equitable workplace culture for all workplace participants.
• Set clearly defined annual measures to ensure progress against the Wellbeing, Inclusion and Diversity Strategic Framework.
• Encourage the Appointments Council to maintain theBoard 40/40/20 gender balance with consideration of the number of board members at any given time.
• Promote a Board of Directors whose composition reflects a diversity of backgrounds, knowledge, experience, and abilities.
• Endeavour to ensure a diversity of representatives when Board and Management are appointing Membership Committees.
• Address any identified gender pay gaps through an annual remuneration review ensuring no systemic biases.
• Promote inclusive leadership which actively champions flexible work to support people manage their work and life responsibilities and goals.

The Member Engagement Culture Committee (MECC) is responsible for endorsing the strategic framework and key priorities and overseeing the progress towards achieving the set annual measurable objectives.

The Executive Management Team (EMT) is accountable for delivering the annual initiatives set out in the Wellbeing, Inclusion and Diversity Strategic Framework, achieving progress and the set measures.

Managers are accountable for creating and maintaining an inclusive workplace by role modeling inclusive behaviours and communicating their commitment to this Policy. This includes ensuring no bias in relation to decision making and ensuring consistency of approach, and that their teams adhere to organisational values and behaviours, and relevant policies, including the Code of Conduct.

Workplace participants are responsible for contributing to and maintaining an inclusive and diverse workplace culture in line with our organisational values. Each individual is expected to act and behave with respect and inclusion and adhere to all relevant workplace policies. Workplace participants must also comply with applicable local laws regarding discrimination, harassment, bullying and victimisation.

The CPA Australia People and Culture Executive General Manager and the Chief Executive Officer will regularly report to the Board on the progress towards achieving CPA Australia’s wellbeing, inclusion and diversity objectives, including an annual remuneration review on progress towards closing the gender pay gap.

CPA Australia, though the Chief Executive Officer, will report to the Workplace Gender and Equality Agency (WGEA) with its annual compliance report.

The Board will report on progress annually to members, employees, and external stakeholders via the CPA Australia Annual Report.

People & Culture, in partnership with Management, will ensure that all workplace participants undertake annual compliance training in relation to Inclusion & Diversity, legislative and other responsibilities relating to antidiscrimination, workplace harassment and bullying,and equalemploymentopportunity. Any violation or conduct that breaches the standards set out in this Policy may be subject to disciplinary measures, up to and including termination.

Employees, and other workplace participants, are required to comply with this policy. However, this policy is not incorporated into employees' contract of employment or the terms of their engagement with CPA Australia. Nor does this policy impose any contractual duties, implied or otherwise, on CPA Australia.

This policy may be varied by CPA Australia from time to time at its discretion. In this regard, the Internal Auditor will conduct regular reviews of the processes involved in workforce recruitment, remuneration and performance management to assess the implementation of and compliance with this policy.