Sustainability is critical to building long-term value for our customers, shareholders, employees and the wider community. Learn more about sustainability at Challenger.
Diversity and inclusion
Challenger seeks to provide a diverse and inclusive workforce and values the capability and experience that a wide variety of employees bring to the organisation. We recognise that an inclusive work environment increases our ability to attract and retain the best talent from the widest pool of candidates, enabling us to maintain a high performing team. We also recognise that successfully harnessing diverse thinking and working styles contributes to innovation and superior long-term sustainable outcomes.
We are further committed to ensuring not only regulatory compliance, but also a deeper commitment to the principles of diversity. Our Diversity Policy emphasises our commitment that employees be treated fairly, equally and with respect when employment and career decisions are made, and sets measurable objectives to ensure that the policy is effective.
To provide a continued focus on and promotion of a diverse and inclusive workplace at Challenger, the Leadership Team formed the Diversity Committee in 2014. The Diversity Committee reports to the Leadership Team and is sponsored by the Chair of the Challenger Board.
A number of principles guide our efforts in the area of workplace diversity:
Investing in the community
Challenger aims to contribute to the prosperity of the communities in which we operate. We support charitable and not-for-profit organisations through a range of initiatives, including:
- a Workplace Giving Program, where employees can make regular pre-tax donations directly from their salary and these contributions (up to $500 per employee per year) are matched by Challenger;
- fundraising events;
- research grants; and
- corporate memberships.
Our community partnership
In September 2019 Challenger announced a strategic three-year partnership with COTA New South Wales. Through this partnership we will deliver programs and initiatives that address the underemployment of people over 50. We aim to celebrate the value older Australians bring to the workplace and improve workplace practices to enable companies to better attract and retain older employees. We want people talking about the issue and thinking about better ways of working.
Find out more about this partnership here.
The aim of Wellbeing@Challenger is to support our people inside and outside of work. We take an integrated approach to wellbeing and provide programs and assistance to support employees with their health, work, life, community and financial needs.
The goals of our program are:
Health - Provide employees with insight into their physical and mental health, raise awareness of potential health concerns and give them the confidence to seek support and assist others in need.
Work - Maintain a highly engaging and safe work environment which represents the promises we make to our employees.
Life - Connect with employees so they can manage the demands of their work and personal lives.
Community - Provide opportunities for employees to connect with and contribute to the wider community.
Financial - Enable employees to take control of their finances to achieve sustained financial security for retirement.
Throughout the year, some examples of how we have supported this program are:
- Partnering with Assure Programs to provide access to an Employee Assistance Program that provides confidential and free counselling services to employees and their immediate families
- Holding events and fundraising to support R U OK day and beyondblue whilst raising awareness of the potential impacts of mental illness
- Providing an onsite health check machine, free flu vaccinations and skin cancer checks
- Sponsoring employees to participate in the Sydney JP Morgan and Brisbane QUT fun runs
- Providing sit-to-stand desks for all employees and conducting ergonomic assessments
- Offering flexible work and leave options, including paid parental leave, volunteer leave, and purchased annual leave
- Facilitating payroll giving and fundraising activities to support our community partners
- Providing paid insurance as part of our employee default super option
- Providing a super top-up benefit to encourage voluntary contributions to personal superannuation; and
- Providing financial advice to employees approaching retirement