1 Gender Equality is defined as 40-60% of either gender represented.
2 This includes NAB’s entry level roles through to our executives. A separate gender target has been set for non-executive director representation on the NAB Board – refer to Table 1.
3 These targets are enterprise targets, include operational and non-operational employees but exclude fixed term contractors and casuals. Non-operational employees are employees on any specified absence type for greater than 90 days.
4 The target is to increase the number of female non-executive directors on the NAB Board as vacancies and circumstances allow.
5 The Australian Talent population includes employees who have been objectively assessed against evidence-based criteria, and selected by Divisional Leadership Teams as having upward potential.
6 In 2018, over 350 Senior Leaders participated in a development experience aimed at providing insights on current capability and identifying future potential to progress to more senior roles. Talent selection decisions have been made from this group.
7 In FY17 Australian Talent population numbers only reflected a small portion of the population due to the flow of assessment and Talent selection, and were not a true reflection of final numbers, which explains the variance between 2017 and 2018 female representation in the Talent Population.
8 As at 30 September 2018, 46% of the graduates who have accepted positions in NAB’s 2019 Australian graduate program are female. At offer stage of the 2019 Graduate Program, female representation was 50.7%.
Overall, NAB has underperformed against its gender equality targets for FY18. In particular, we have not reached the FY18 targets for female representation at the Executive Management and Senior Management levels, or in our Australian Talent or Australian Graduate populations. This has the attention of NAB's Executive Leadership Team and the Board.
We remain committed to our 2020 goal for achieving gender equality at every level of the business. In FY19 we are increasing senior leadership accountability for achieving NAB's gender equality targets, through an increased emphasis on gender diversity in senior leaders' FY19 performance goals. This is one of many initiatives that will be implemented to lift our gender equality performance in FY19 and get back on track to meet its 2020 gender equality objectives.
Diversity and Inclusion
The Group's gender diversity initiatives during the 2018 financial year included:
Male Champions of Change: In April 2015, our CEO joined a growing coalition of Male Champions of Change (MCC). In doing so, he made a personal commitment to take action to advance gender equality. In 2018, the MCC coalition released two reports aimed at addressing key barriers to advancing gender equality: ‘We Set the Tone: Eliminating Everyday Sexism' and ‘Backlash and Buy-In: Responding to the Challenges in Achieving Gender Equality'.
Breakthrough Program: We continually encourage our women to participate in Breakthrough, a comprehensive suite of development programs designed to equip female employees with the skills, knowledge and tools they need to transition into more senior roles. In 2018, almost 700 NAB women participated in the program.
Talent Acquisition: We strive to ensure that every executive leadership role has a minimum of 50% female representation on hiring shortlists, regardless of whether they're sourced internally or externally. From October 2018, this requirement was extended to all roles, at all levels (excluding volume based recruitment, which already has steps in place to enable gender equality).
Panel Pledge: NAB leaders have committed to a ‘Panel Pledge'. Whenever our people are invited to be involved in or sponsor a panel or conference, we'll ask about the organiser's efforts to ensure women are represented.
International Women's Forum (IWF) Cornerstone Conference: NAB was a Principal Sponsor of the IWF Cornerstone Conference, held in Melbourne Australia in May 2018. IWF is an invitation-only, membership organisation comprised of more than 6,500 diverse and accomplished women from 33 nations on 6 continents, united to advance women's leadership locally and globally.
Bloomberg Gender-Equality Index: NAB was included in the 2018 Bloomberg Gender-Equality Index. This international index measures gender equality across internal data points, HR policies, external community support and gender conscious product offerings.
UN Women's Empowerment Principles: In December 2017, Andrew Thorburn signed the CEO statement of support for NAB to become a signatory to the Women's Empowerment Principles – a joint initiative of the UN Global Compact and UN Women that provides a holistic framework for global corporate action on empowering women in the workplace, marketplace and community.
NAB AFL Women's Competition: NAB continues to sponsor the NAB AFL Women's Competition, helping to make AFL the game for everyone.