7 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.
8 The target is to increase the number of female non-executive directors on the NAB Board as vacancies and circumstances allow, with the aim of achieving representation of at least 30% by FY 2020. The appointment in November 2017 of Ann Sherry to the Board will lift female representation to 33%.
9 The definition of ‘Executive Management’ adopted for the measurable objectives for FY18, FY19 and FY20 is different to the definition adopted for the measurable objectives for FY17 (and defined in Table  above). For the measurable objectives for FY18, FY19 and FY20, Executive Management positions are all employees within the NAB Group’s remuneration bands (also known as Salary Groups) 6 & 7.
10 The definition of ‘Senior Management’ adopted for FY18, FY19 and FY20 is all employees within the NAB Group’s remuneration band (also known as Salary Group) 5.
11 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. Last year, we reported Talent on the basis of identification against evidence-based criteria without formalised assessment.
12 All direct reports of the Executive Leadership Team have been assessed and Talent selection decisions made. Two divisions have completed assessment and Talent selection for the next layer down (those reporting into direct reports of ELT), with remaining divisions participating in this exercise at this layer over the next 15 months. We will have a completed Group 5 Talent population by January 2018.
13 Australian Talent population numbers as at 30 September 2017 only reflect a small portion of the population due to the flow of assessment and Talent selection, and should not be taken as a final reflection of numbers over the next 12 months.
14 As at 30 September 2017, 56% of the graduates who have accepted positions in NAB’s 2018 Australian graduate program are women.
The Group’s gender diversity initiatives and awards during the 2017 financial year include:
• Towards 2020: NAB’s road to gender equality: NAB Group committed to achieve gender equality at every level by 2020. In-line with that commitment, NAB Group released, ‘Towards 2020: NAB’s road to gender equality’. This document articulates the commitment NAB has made to gender equality and how NAB plans to get there.
• Male Champions of Change: In April 2015, our Group CEO joined a growing coalition of Male Champions of Change. In doing so, he made a personal commitment to take action to advance gender equality. In 2017 he is sponsoring NAB’s action to improve women’s economic security.
• Championing You: As a Male Champion of Change, our Group CEO launched Championing You, a 6 month experience for high performing senior women. This provided the opportunity to listen and learn from the cohort, and support these women to grow their careers through sponsorship.
• Breakthrough program: The ‘Breakthrough’ series of programs, launched in 2017, aims to further equip female employees with the skills, knowledge and tools to transition into senior roles.
• Equileap Global Recognition: NAB ranked 3rd globally in the 2017 Gender Equality Global Report by Equileap, an organisation aimed at accelerating progress towards gender equality in the workplace, globally. NAB was one of three Australian organisations to make the top 20.
• NAB AFL Women’s Competition: In late 2016, NAB and AFL announced a three year deal under which NAB is the naming rights sponsor of the newly established NAB AFL Women’s Competition.
• NAB Board Ready program: Women in senior roles are actively encouraged to join NAB subsidiary and not-for-profit boards via the NAB Board Ready program. The program is designed to educate and prepare women identified as having the skills and aspirations to become directors of NAB Group companies and focuses on building competence and confidence by providing the training and development needed for women to successfully pursue board positions.
• NAB Social Bond (Gender Equality): In March 2017, NAB announced the first social bond to specifically promote workplace gender equality. The bond enables institutional investors to direct funds to Australian organisations that champion women and equality in a positive way. In September 2017 NAB was awarded the Asia Pacific Green/SRI Bond Deal of the Year for 2017 at the Global Capital Sustainable and Responsible Capital Markets Awards.
• nabtrade Charity Trading Day: On 19 April 2017, nabtrade donated all brokerage earned to the Luke Batty Foundation to help end domestic violence against women and children. The first of its kind, the nabtrade Charity Trading Day gave investors an innovative way to support an organisation that makes a real difference in the community. A total of $100,000 was donated through this event with plans to hold a charity trading day annually.
• 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.
• Talent Acquisition: NAB strives to ensure that every management role has a minimum of 40% female representation on hiring shortlists, regardless of whether they’re sourced internally or externally and that hiring decisions are made by interview panels comprised of both men and women where possible.
In addition, the Group’s broader inclusion initiatives during 2017 include:
• Diversity Council Australia – Annual Debate: NAB was the major sponsor of the 2016 Diversity Council Australia’s (DCA) premier diversity event, the Annual Debate. The debate is a major fundraiser for DCA and enables them to continue to support their membership base with expert advice across all dimensions of diversity.
• Accessibility Action Plan 2017 – 2018: NAB launched the 2017-2018 Accessibility Action Plan to coincide with International Day of People with Disability, 2016. The Plan demonstrates NAB’s commitment to continually improve accessibility for our people, customers and the community.
• Launch of New York Employee Resource Group: In March 2017, our New York branch launched the NY Culture Club, an employee resource group focused on embracing the diversity and uniqueness of every individual.
• Australian Workplace Equality Index Awards (AWEI): The AWEI provides a national benchmark on LGBTI workplace inclusion which is designed to gauge the overall impact of inclusion initiatives on organisational culture. In 2017, NAB achieved Bronze status.
• Champions for Change: BNZ CEO Anthony Healy has continued his contribution to the Champions of Change, in particular the Flexible Working work stream. This initiative brings together a group of New Zealand CEOs and Chairs from across the public and private sectors who are committed to raising the value of diversity and inclusion within their organisations.
• Diversity Council Australia – Future Flex: NAB reinforced its commitment to flexible working by co-sponsoring the Diversity Council Australia’s Future Flex research project and participating in a research case study.
• Reconciliation Action Plan (RAP): Our 2015-2017 RAP celebrates Indigenous success together – working in partnership with Aboriginal and Torres Strait Islander people, customers and communities for the long term to create an inclusive society and a better future together.
We now have nine years of achievements in our four program areas: employment, financial inclusion, business partnerships and lifting our cultural understanding and leadership.
NAB employs more than 200 Indigenous Australians and since 2008 we have provided more than 25,000 Indigenous Australians with access to over $20 million in safe, affordable microfinance products and services in partnership with Good Shepherd Microfinance. Our approach has been built off long term engagement and partnerships, step change improvements and transparency in reporting.
In September 2017, NAB will come to the end of its first three year RAP. We are taking stock of our progress and identifying opportunities where NAB can continue to make a difference as we put together our future plans.
• Workplace Gender Equality Agency – Flexible Working Case Study: NAB continued to demonstrate its commitment to knowledge sharing and flexible working, through its participation in the Workplace Gender Equality Agency’s Case Study series.
# Gender Equality is defined as 40%-60% of either gender represented and extends from NAB’s entry level roles through to our executives.