Introduced: August 2011
Last revised: May 2018

Purpose

This policy provides the framework by which CPA Australia and its subsidiaries (CPA Australia) actively manages and encourages inclusion and diversity across the organisation.

People are the heart of what we do at CPA Australia and we believe that inclusion and diversity is a business imperative.

We want to create an environment that enables our people to thrive and achieve their life goals.

Our goal is to create a culture that is diverse, inclusive and respects and celebrates our differences.

Creating a safe, respectful and inclusive place to work will provide an essential foundation for our people to successfully contribute to meeting the CPA Australia objectives, enhance CPA Australia’s global reputation, improve the member experience and achieve sustainable business results.

Scope

This policy applies to:

  • CPA Australia’s Board of Directors
  • membership committees appointed by either the Board or management
  • all CPA Australia employees, and contractors of our organisation
  • persons seeking employment with our organisation

Policy

CPA Australia’s belief in Inclusion and Diversity

Valuing and managing diversity means that CPA Australia will:

  • promote and encourage a diverse and inclusive workforce, by fostering an environment of mutual learning, respect, dignity, openness to other cultures and an appreciation of difference and other perspectives

  • attract and retain a Board of Directors whose composition reflects a diversity of backgrounds, knowledge, experience and abilities

  • seek to ensure that the composition of membership committees appointed by either the Board or management will reflect a diversity of backgrounds, knowledge, experience and abilities

  • seek to ensure that its business practices, systems and processes do not prevent people from diverse backgrounds having equality of opportunity within the organisation.

Definitions

In this Inclusion and Diversity Policy:

  • Diversity refers to the visible and invisible differences that exist between people, including (but not limited to) race, colour, physical features, sex, sexual preference, gender identity, lawful sexual activity, age, physical or mental disability, marital status, family responsibilities, pregnancy, breast feeding, carer responsibilities, religion, political opinion, national extraction, social origin, industrial activity or trade union membership. It also refers to diverse ways of thinking and ways of working.

  • A reference to employees/members/candidates/people “of a particular diversity dimension” refers to employees/members/candidates/people of a particular race, colour, physical features, sex, sexual preference, gender identity, lawful sexual activity, age, physical or mental disability, marital status, family responsibilities, pregnancy, breast feeding, carer responsibilities, religion, political opinion, national extraction, social origin, industrial activity or trade union membership.

  • Inclusion refers to ensuring that current, future and potential employees and members have equality of opportunity in the organisation without any barriers or obstacles as a result of their race, colour, physical features, sex, sexual preference, gender identity, lawful sexual activity, age, physical or mental disability, marital status, family responsibilities, pregnancy, breast feeding, carer responsibilities, religion, political opinion, national extraction, social origin, industrial activity or trade union membership.

Workforce Inclusion and Diversity

To achieve a diverse and inclusive workforce, CPA Australia supports the following practices.

Gender equality

CPA Australia aims to create a culture that values, promotes and benefits from gender diversity and equality. We will ensure equal rights and opportunities for people through regular remuneration reviews to identify any gender pay gaps, attract and develop female talent and educate our people leaders about gender equality. Our policies will be regularly updated to reflect our processes for ensuring gender equality and opportunity in the workplace.

The Board through the Board Nomination and Remuneration Committee will approve annually the organisation’s remuneration ranges. An annual review of the Remuneration and Incentive Framework will be undertaken to ensure it is consistent with market expectations, reduces or removes any gender pay gaps and contains no systemic bias.

Inclusion

CPA Australia is committed to recognising and celebrating the diversity of the organisation through creating an environment that values, respects and encourages a diverse range of views, knowledge and experience.

When hiring and promoting candidates, management will consider diversity in the selection and appointment processes to ensure there is no intended or unintended bias or discrimination throughout the processes to ensure that talent management decisions are made consistently, fairly and equitably across CPA Australia.

Management will endeavour to ensure that there is no intended or unintended discrimination towards or against employees of diversity dimensions in relation to the remuneration that they receive for their work.

CPA Australia will invest in the physical, mental and emotional wellbeing of our people through ongoing education around inclusion and diversity initiatives, ensuring our policies and processes support and encourage equal opportunity for all individuals and create a culture of inclusion.

Flexible work arrangements

CPA Australia recognises the importance of providing flexible work arrangements for all employees to achieve the right balance between personal and work responsibilities and for the continued success of the organisation.

CPA Australia is committed to creating a workplace that is truly flexible and considers the workforce of the future to enable our people to balance and achieve their whole life goals. This will create the foundation to ensure our organisation is well positioned to attract and retain the best talent for our organisation regardless of personal circumstances.

In recognition of flexible work practices and to assist employees to meet their personal responsibilities outside of work, CPA Australia has in place an established framework which enables and encourages transparent and cooperative discussion on flexible work arrangements. The framework outlines the process for implementation and ongoing management of those arrangements in accordance with applicable statutory requirements.

Board Inclusion and Diversity

CPA Australia is committed to attracting and retaining a Board of Directors whose composition reflects a diversity of backgrounds, knowledge, experience and abilities.

The Board, through the Nomination and Remuneration Committee, will consider issues of diversity in developing its selection criteria, skills mix and process for recommending candidates to the Representative Council for appointment to the Board.

In furtherance of its objective to achieve gender diversity on the Board, the representation of the Board is maintained to be 50/50 gender balance with consideration of the number of board members at any given time.

The Representative Council will make appointments to the Board based on merit, however it will also consider issues of diversity and the mix of skills required to best achieve CPA Australia’s organisational goals.

Board and Management Appointed Committees Inclusion and Diversity

Nomination processes

The Board and management will seek to attract a diverse pool of suitably skilled candidates for available positions through a wide range of promotional activities. In addition, they will endeavour to ensure that there is no intended or unintended discrimination towards or against candidates of particular diversity dimensions when it comes to nominating members for roles on membership committees.

Appointment processes

The Board and management consider issues of diversity when developing the skills mix, processes for appointment and when making appointments to the relevant committee. Appointments to membership committees will be based on merit.

Reporting and Compliance

Reporting and measuring inclusion and diversity

The CPA Australia Diversity Council and the Executive Management Team will regularly report to the Board on the progress towards achieving the CPA Australia’s diversity objectives.

The Board will report annually to members, staff and external stakeholders via the CPA Australia Annual Report and through Workplace Gender and Equality Agency (WGEA) reporting.

Policy Compliance

People and Culture in partnership with Management will ensure that all employees undertake regular (at least annual) compliance training in relation to Inclusion and Diversity, legislative and other responsibilities relating to anti-discrimination, workplace harassment and bullying, and equal employment opportunity.

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.

Review of the Organisational Inclusion and Diversity Policy

The CPA Australia Diversity Council along with the Nomination and Remuneration Committee, on behalf of the Board, will review and amend this policy from time to time as required.

Supporting policies

This policy is supported by the following policies:

  • Code of conduct: Code of conduct for CPA Australia

  • Employment conditions policy: Information on working hours and conditions for Australian based employees

  • Equal employment opportunities policy: Details definitions of harassment, bullying discrimination, equal opportunity and how to report an incident

  • Flexible work policy: Outlines the types of flexible working arrangements available and the roles and responsibilities of each person involved in the application and approval process

  • Leave policy: Outlines leave arrangements for all employee leave excluding parental leave

  • Parental leave policy: Details arrangements for maternity leave, paternity/partner leave and adoption leave

  • Recruitment policy: Information on recruitment matters including the recruitment and request for appointment process, criminal history checks, use of recruitment agencies, employment of relatives and the employee referral program

  • Remuneration and reward policy: Policy regarding remuneration packaging, the annual remuneration review process, job evaluation methodology, incentive schemes, achievement awards and higher duties allowance

  • Working from home policy: Procedures and conditions for managers and employees to follow when an employee works from home on an ad hoc basis

  • Family and domestic violence policy