Diversity at Australian Prudential Regulation Authority (APRA)

Seems good

The organisation is very progressive and diverse, with many internal streams and clubs for different ages, genders, and sexualities. People have always in my experience been treated with respect, and this message is repeated and acted upon by management.

There are many information sessions on diversity issues (racism, women and LGBT)

Emphasis on inclusion and diversity. There have been sessions we can attend to hear how we can improve diversity within the organisation.

The organisation is very much involved in contributing to a diverse workplace. There are also many talks/presentations around these issues;.

Good parental leave provisions, good work life balance and working from home opportunities

There is a huge commitment from APRA on inclusion and diversity (I&D). APRA has developed an I&D strategy to continue to build on its successes and target areas for further improvement. APRA has a good amount of women in management positions (this is transparently reported in their Annual Report). APRA has 'streams' supporting diversity in LGBTIQ+, First Nations, Gender, Gen X+, Gen Y-Z, CALD, and Accessibility. Each of these streams hold events raising awareness of diversity, and do run initiatives. Furthermore, the tone is set from the APRA Board and Executive that I&D is extremely important. APRA does very generous parental leave arrangements (incl. paying superannuation), and there is a framework for supporting parents coming back to work - their roles are safe. I believe recruitment, retention and promotion is well done at APRA and there is work underway to further improve these areas to be more inclusive and diverse.

APRA is now looking towards Accessibility and Age Diversity, which is useful for its diversity mandate. There is still work to be seen, particularly in recruitment and retention. However, parental leave and child care seems to be one of the most commendable aspect of APRA's recruitment.

There is a heavy emphasis on inclusion and diversity, with strong executive support. Child care and maternity leave is fantastic as I understand it and there is great attention given to providing an as diverse management and workforce as possible.

While I do not have visibility on the hiring processes, I do believe that APRA does have hiring practices that encourages applicants from less privileged backgrounds. I do not believe it has a bias to privileged backgrounds.