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It's never a dull week for Yvonne Foo, ANZ Country Head Thailand. From cruising the Sunday markets in an e-Tuktuk, to meeting with one of the world's largest sugar producers, to navigating the dynamic landscape of one of Asia's fastest growing economies - it's all in a week's work. But what goes on in between? Take a look at a week in the life of Yvonne. Read more on the ANZ Newsroom
You may remember 1975 as the year Stephen Spielberg's ‘Jaws’ premiered, but it was also the year Helen Loucaides began her career at ANZ. From starting in the branch network, to working at the contact centre, Helen has seen an incredible amount of change. What hasn't changed, however, is her love of our customers. Now retiring after 50 years at the bank – a quarter of ANZ’s history! - Helen remarks that her passion for customer service has been the most enjoyable part of all her roles.
A significant driver of employee retention is a belief by workers that they will have opportunities to grow and develop new skills. One innovative approach to addressing this issue is the concept of job swapping, where two employees with different yet comparable roles exchange responsibilities for a period of time. For ANZ’s Ian Cruttenden and Chris Oosthuizen this initiative was self-led and turned out to be a career highlight. “The swap occurred somewhat unofficially, and after the initial discussion and some conversations with our managers about the agreed details, they endorsed it. The change was driven by us” recalls Ian. “I was able to add so much more to my ‘toolkit’ as a leader by collaborating with such a different team. I was able to understand so much more about how ‘the business’ works, helping me think about the customer with every decision we made. But the biggest thing I learnt was that people love to help. A supportive team will make or break what you get out of an opportunity, and that cuts both ways.”
ANZ has been named Most Innovative Company – Large Organisation by the Australian Financial Review as part of its annual Most Innovative Company List. Our Institutional Transaction Banking (TB) team has taken user-centred design to the next level by co-creating new technologies with customers and ANZ team members – and been recognised for this approach as a leader in innovation among our peers. “As part of TB’s innovation process, customers are invited to participate in immersion sessions to research and develop new trends and initiatives,” says Hari Janakiraman, Head of Innovation and Industry for TB. “We don’t innovate in isolation and then take something to our customers,” he says. The team identifies and responds to global trends and technologies that are disrupting the financial services market and the areas in which our customers operate, to forecast future trends. “We help our customers to not just identify a problem, but also be involved in providing and creating a solution,” Hari says.
ANZ's newly appointed Group Executive Talent and Culture, Elisa Clements, shared her thoughts on fostering an inclusive culture. As a member of the Executive Committee, Ms Clements will be responsible for leading the talent and culture function across the Bank, helping shape the core capabilities of ANZ’s global workforce to support its strategic ambitions. Ms Clements has more than 25 years of people leadership experience in large global organisations, most recently as General Manager Talent and Culture for ANZ Institutional. Since joining ANZ in 2007, she also held senior roles across Corporate & Commercial Banking and Group Technology and Operations.
It's #PrideMonth across the globe! And we’re super proud to celebrate ANZ’s Global Pride Network who work hard all year round to provide a supportive #community and a voice for LGBTIQ+ employees and allies. Darren Sibson, ANZ Partnerships Expert and Co-Chair of the ANZ Pride Network says: “Having a supportive LGBTIQ+ and ally community at work tells me I am safe and supported to be my authentic self in the office every day. It ensures intersectional discussions in everything we do, both personally and professionally - everyone deserves that.”
By developing a Golden Path we will have an efficient way to build software systems and minimise unnecessary costs. This will enable us to invest more in the community and better deliver on our purpose of shaping a world where people and communities thrive. It will also increase developer productivity as developers can focus on building features instead of worrying about the underlying platform and CICD pipeline. Read about Source Code Management - the first brick in our Golden Path.
Many people don’t land their dream job until later in life – so how do you know you’re on the right path? When ANZ’s Group Executive Australia Retail, Maile Carnegie, started her first graduate job she felt both excited about the future and uncertain about the direction she wanted her career to take. Maile suggests a three step plan to building a successful career.
ANZ's Australian and New Zealand based employees who are affirming their gender will be able to access six weeks of paid leave, and up to 12 months’ unpaid leave. The Gender Affirmation Leave will support staff as they undergo any aspect of gender affirmation including social, medical, and legal gender affirmation. ANZ’s Diversity and Inclusion Lead, Fiona MacDonald, said: “This is another example of ANZ’s ongoing commitment to the LGBTIQ+ community and creating an inclusive culture where our people feel a sense of belonging and comfort. “The six weeks of paid leave means people who are affirming their gender do not need to exhaust their annual or sick leave entitlements, while also easing some of the financial pressures. “This is especially important as research shows that trans and gender diverse people are more likely to experience lower incomes and employment rates,” Ms MacDonald said.
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