Inclusion and diversity at NAB

Here’s how we support gender diversity in the workforce.

More than equality

We're focused on achieving 40 to 60% gender representation at every level of our business by 2025, a target which is inclusive of our colleagues who identify outside of the binary. We’re proud of the gender diversity we have throughout the company - from the local branches, right through to the executive teams and Board members. We’re proactive in tracking pay equity to ensure that our people receive equal pay for work of equal value. NAB is committed to standing up and being accountable when it comes to gender equality in the workplace.

More than numbers

Our approach to hiring has never been about 'making up the numbers'. It's about finding the right people for the right roles, and making sure all colleagues have access to the resources and opportunities they need to reach their full potential. We believe in addressing the barriers to equality and creating a level playing field for all people.

Here’s how we’re always working to be more inclusive and accessible.

An inclusive culture

When our colleagues feel valued and empowered to contribute, we allow them to perform, innovate and better manage risk.

The Board endorsed our new Inclusion and Diversity Strategy Framework in late 2021. Our new framework recognises the need to intentionally focus on inclusion, not just diversity, in our processes, policies and practices. The new framework covers:

1. Inclusive leadership: Leaders make a visible commitment to inclusion and actively build diverse teams.
2. Inclusive workplaces: A workplace that actively promotes and leverages team diversity, flexibility and well-being.
3. Customer inclusion: Colleagues take pride in understanding the needs of our customers, and ensure they can easily access the information, products and services they need. 

The framework adopts an intersectional approach, considering gender equality, people with disability, cultural diversity, younger and older generations and Aboriginal and Torres Strait Islander people.

More accessible

Our Accessibility Action Plan 2023-2024 (PDF, 2MB), opens in new window is our roadmap to ensure we improve access and inclusion for our customers, colleagues and community. We’re committed to building an inclusive culture where our people can bring their whole selves to work by removing barriers so our people with disability, mental illness or a medical condition can thrive at NAB.

Inclusive design

We know that a culture of accessible products and services is central to great customer experiences and a positive working environment for our people. That's why we make sure to keep the design universal and inclusive when developing our products and services.

Workplace adjustments

It’s important that our recruitment processes and workplaces are equitable for everyone. We’re committed to providing reasonable adjustments to the recruitment process or the role to ensure everyone can participate fairly and be at their best.

Diverse workforce

We all come from different backgrounds, cultures and communities. We all have different thoughts, ideas, needs and hopes for the future. We’re committed to a recruitment approach where everyone has an equal opportunity to be their best.

Supporting First Nations employment

We’re dedicated to supporting the First Nations leaders of tomorrow by creating inclusive workplaces, with career pathways underpinned by targeted development opportunities. Our First Nations programs are a pathway to continuous employment. We offer a range of initiatives including school based and adult traineeships, internships and general recruitment. As part of our 2024-2027 Reconciliation Action Plan (PDF, 9MB), opens in new window, we are helping create real outcomes and positive change in partnership with First Nations Peoples, organisations, and communities.

LGBTQIA+ inclusion

We pride ourselves on being a company that values our LGBTQIA+ colleagues for who they are, and supports them in bringing their whole selves to their work. We continue to advocate for the inclusion of sexually and gender diverse communities and we strive to build a safe and inclusive environment for our colleagues and customers. Since 2022, NAB has achieved Platinum Tier employer status in the Australian Workplace Equality Index, the definitive national benchmark on LGBTQ workplace inclusion. This demonstrates our ongoing dedication to building LGBTQIA+ inclusive workplaces.

Employee Resource Groups (ERGs)

We’re active allies for inclusion. We have a number of employee groups for our colleagues to get involved with so they can champion inclusion and diversity in our business. Our Employee Resource Groups are:

• Gender Equity - Moving NAB Forward through Gender Equity
• NABility - To be seen, heard and understood.
• Cultural Inc - Harnessing the power of cultural inclusion
• NAB Pride - More out and proud for our LGBTQIA+ communities.
• First Nations - Celebrating Australia's oldest living culture

Here’s how we support you throughout your career.

Embrace the journey

Our employees are at different stages of their lives. Some are just starting out with their careers, while others are looking at having families. Others are thinking about easing into retirement. But they all have one thing in common: the freedom to embrace those life stages.

Policies for everyone

We offer various leave options that support our colleagues to take time with family and friends, recover from illness, participate in cultural and religious holidays, undertake additional studies and support them through significant personal experiences, such as gender affirmation leave.

A flexible workplace

We appreciate that work and life require balance, so flexibility is a fundamental part of the way we work. We empower our colleagues to perform at their best on a schedule that works for them and their team. You'll be supported to work with your leader to figure out the best working arrangement for you and your role, which may include:

• working your normal hours at a location other than your primary workplace
• flexible start and finish times
• moving from full to part time through a job share or job split arrangement
• compressing your working week to work the same number of hours over fewer days
• purchasing additional time away from work through lifestyle leave.