In the past year, we have made significant strides in our commitment to fostering a diverse, inclusive, and dynamic workplace. As we continue to grow and evolve, our focus remains on enhancing our organisational culture, supporting our staff, and ensuring that our cultural qualities and values are embedded in every aspect of our operations.

Diversity and inclusion

At AFCA, diversity and inclusion are not just goals, but integral to our organisational ethos. We prioritise creating a workplace that respects and values the diverse backgrounds, experiences, and perspectives of our employees.

We have implemented a range of initiatives designed to promote inclusivity, including tailored training programs, support networks, and ERGs. Our commitment to inclusivity is reflected in our recruitment practices, which aim to attract a diverse talent pool and ensure equal opportunities for all.

Employee wellbeing

Recognising the importance of employee wellbeing, AFCA has introduced a range of measures to support the health and welfare of our staff. We have expanded our wellbeing programs to include enhanced mental health resources, flexible working arrangements, and additional wellness initiatives. Our aim is to foster a supportive environment where employees feel valued and empowered, enabling them to maintain a healthy work-life balance.

As part of our commitment to supporting employees, this year we increased paid parental leave from 18 to 20 weeks. We will also pay superannuation on parental leave for up to 12 months.

Additionally, we have increased our advanced pregnancy loss leave from 18 to 20 weeks. In the unfortunate event that an employee, or their partner, experiences the loss of a child after

20 weeks of pregnancy, they will be eligible for up to 20 weeks of paid leave, including superannuation.

We also provide additional leave for Sorry Business, women’s health, family and domestic violence, and gender affirmation.

At AFCA, our people are at the heart of everything we do, and we continuously strive to enhance our policies to ensure that our staff are supported and valued in their work environment.

Professional development

Investing in the professional development of our employees remains a key priority. This year, we have facilitated new learning and development opportunities to help our staff build skills and capability, advance their careers, and stay abreast of industry trends.

From leadership development programs to specialised core capability training such as investigation skills and dealing with difficult interactions, our learning and development programs are designed to equip our people with the tools and knowledge they need to excel in their roles and provide an excellent service to the community we serve.

Employee engagement

The engagement and satisfaction of our employees is crucial to our success. This year, we conducted comprehensive staff surveys to gather insights into the employee experience and identify areas for improvement. The feedback we received has been instrumental in shaping our people and culture strategies, ensuring that we address concerns and build on our strengths.

Pleasingly, overall engagement was scored at 87%, the highest engagement rate we have ever had. 93.5% of staff said they feel proud to work at AFCA and 90.5% said that they believe that AFCA is a truly great place to work.

AFCA’s Gender Pay Gap

AFCA is committed to supporting gender equality in the workplace and providing equal opportunities and outcomes for both men and women at work.

We want our people to have access to, and enjoy, the same rewards, resources and opportunities, regardless of their gender.

The Workplace Gender Equality Agency recommends that any gender pay gaps be either -5% (favouring women) or +5% (favouring men). AFCA publishes our Gender Pay Gap Employer statement with our results on our website each year.

AFCA’s median total remuneration Gender Pay Gap (GPG) in 2023–24 was 2.9%. Our median base salary gender pay gap was 2.1%.

We are pleased to see this downward trend when compared to the previous financial year.

While we are within the recommended pay gap and proud of our consistently positive results, AFCA remains committed to closing the gap further.

Ultimately, our goal is to eliminate gender pay gaps at AFCA and achieve gender equity in all aspects of our organisation.

Key statistics

As at 30 June 2024

Age of employees

Gender of employees

Our leaders

AFCA is led by a Chief Ombudsman and independent CEO and supported by a strong Senior Leadership Group.

Decision makers as at 30 June 2024

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