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AFG is committed to inclusion at all levels of the organisation regardless of gender, ethnicity/culture, sexual orientation, gender identity, age, disability status, religious beliefs or socio-economic background.
AFG recognises the importance of having a workforce that reflects the wide range of individuals, cultures and experiences represented in its stakeholder base. We believe a diverse workforce can make more informed and innovative decisions by drawing on the broad range of ideas, experiences, approaches and perspectives.
The Diversity & Inclusion Committee is made up of employees from across the business and includes the Chief Executive Officer. The Diversity & Inclusion Committee aims to drive inclusive behaviours across the organisation by:
AFG’s mentoring program was launched in March 2021 to coincide with International Women’s Day. The program provides an opportunity for female employees to team up with female leaders of AFG in a structured mentoring relationship. The mentorship runs over the course of 12 months where regular meetings and catch-ups are scheduled to help develop the careers of the mentee while further developing the skills of the mentor. The range of support offered to AFG mentees include career guidance and development, leadership coaching and support.
Each month, AFG employees from culturally diverse backgrounds are invited to complete a short profile piece covering their background, cultural experiences, and how their culture influences their day to day life.
Profiles are then featured in our fortnightly HR Updates and on the AFG intranet. This initiative has been enthusiastically received by employees as a great way to increase awareness and visibility of different cultures within the business.
AFG takes part in the annual reporting conducted by the Workplace Gender Equality Agency. The report features six gender equality indicators, including; the gender composition of our workforce; gender composition of our governing body; the remuneration levels of male and female staff; flexible working arrangements and working arrangements to support carers; consultation with employees on issues concerning gender equality in the workplace, and policies in place to prevent gender-based harassment and discrimination.
The agency uses the reporting data to develop a Competitor Analysis Benchmark Report which helps us identify how we are performing in comparison with other employers within the Financial Services and Insurance
AFG conducts a voluntary Ethnicity Survey annually for all employees. The purpose of the survey is to gain a better understanding of the cultural and ethnic makeup of AFG and provide the AFG Diversity and Inclusion Committee with data and insight to develop initiatives and policy that encourages a supportive and welcoming environment across the business. As the Diversity Council Australia often refer to ‘cultural’ background as more than just race or country of birth, several questions were asked in the survey, including which ethnicity people most identify with, place of birth, religious identity and whether people have lived or worked overseas before.
AFG managers undertook in-house training conducted by the Diversity Council of Australia to raise awareness of unconscious bias. The training was designed to help our staff better understand the motivations of unconscious bias and how they can help to create an inclusive workplace environment where all employees can reach their full potential.