Ranking fifth on the list of Australia’s top 101 workplaces for women, there’s a lot to learn from the dedicated team driving diversity, equity, and inclusion at Experian ANZ.
That’s why we’re so thrilled to release our open and insightful interview with Andrew Black (Managing Director), following the team’s well-deserved win of not one, but two equitable workplace awards!
Q1. A huge congratulations to you and the team for winning the 2024 Equitable Workplace Awards for both ‘inclusive hiring’ and ‘strategic commitments’! What does this mean for Experian ANZ and how did you celebrate?
Experian ANZ is extremely proud to have been recognised at the 2024 Equitable Workplace Awards for both Inclusive Hiring and Strategic Commitments. Our people agenda remains one of the top priorities for our business and partnering with WORK180, 12 months ago, was part of this focus.
These awards, and recently being ranked #5 in the Top 101 Workplaces for Women, acknowledge we are on the right path. However, we know there is always more we can do to create a workplace that fosters diversity, equity and inclusion for everyone, while promoting an environment of conscious inclusion.
Our hiring practices prioritise diversity where we look to eliminate any bias and ensure fair opportunities for all candidates. We have also implemented strategies and initiatives to promote equity and inclusivity across all aspects of our business, beyond just hiring new team members. We continually review, update and implement new policies supporting parental leave, domestic violence leave, as well as regular training to educate team members, and we celebrate cultural initiatives that support diversity and inclusion across every level of our organisation.
A team of our talented female team members attended the awards ceremony and we have acknowledged these accomplishments in both internal forums and external communications.
Image: Simone Jemmett (General Manager of Experian Digital & Head of Strategy, Experian ANZ) and Gemma Lloyd (Co-Founder and CEO of WORK180)
Q2. Winning an EWA for Inclusive Hiring and your Strategic Commitments doesn’t just happen. Since when and why have these two important elements of diversity, equity, and inclusion (DEI) been such a focus for your company?
Our journey to prioritise inclusive hiring practices and strategic DEI commitments began several years ago. First, we recognised that fostering diversity and inclusion within our workforce is not just the right thing to do; it is a strategic business decision. Diverse teams bring varied perspectives, experiences, and ideas to the table, leading to more innovative solutions and better decision-making processes.
The recognition for Inclusive Hiring and Strategic Commitments has been marked by continuous learning, adaptation, and improvement. We have invested in training programs, established diversity councils, implemented inclusive hiring practices, and set measurable goals to track our progress. While we are proud of the recognition, we are fully aware our DEI journey is continuous, and we remain committed to advancing diversity, equity, and inclusion in all aspects of our organisation.
Q3. Would you mind sharing any specific challenges you’ve encountered in relation to these drivers of DEI over the last few years, and how you’ve overcome them?
Over the last few years, several themes have emerged in the areas of diversity, equity, and inclusion (DEI). For example, Unconscious Bias, is where we have Implemented structured hiring processes, blind resume reviews and diverse interview panels which help mitigate any bias in recruitment and promotion decisions.
Another area for us has been around Female Representation. To address this, we have implemented targeted recruitment strategies to attract diverse talent and we have established mentorship and sponsorship programs to support the advancement of our talented team members.
Q4. What was the role WORK180 played in these efforts?
The partnership with WORK180 has already created an impact. Through this collaboration we have been able to expand our candidate pool and gained valuable insights into the perspectives and preferences of our people, which are significant steps toward building a more diverse and inclusive workforce. It has enabled us to leverage these insights to reevaluate our benefits and programs, ensuring they align to these preferences. We will continue to invest and expand this partnership and are excited to see how it evolves and contributes to fostering a more inclusive culture at Experian.
Q5. Finally, do you have key focus areas or initiatives over the next year that will see you in the running for next year’s awards? If so, would you be happy to help inform and inspire other teams by sharing some of them with us today?
At Experian, we are committed to creating an environment where every individual can thrive and be themselves at work. As part of this commitment, we will continue to prioritise and actively listen to our talented females through our comprehensive listening strategy. A few key pillars of our listening strategy include:
Leadership Awareness and Education
We continuously invest in raising awareness among our leadership teams about the perspectives and preferences of our female employees. By fostering understanding and empathy, we ensure our leadership is equipped to support and advocate for gender diversity, at every level across the organisation.
Regular Forums for Connection
We understand the importance of fostering connections and building a strong support network. That is why we regularly organise forums specifically designed for our female talent to connect, share experiences and provide feedback. These platforms have proven successful for empowerment and collaboration.
Targeted Female Development
We believe in empowering female talent through targeted development initiatives. From mentorship programs to skill-building workshops, we provide tailored opportunities for growth and advancement, ensuring that every woman in our organisation has the support and resources to reach their full potential.
At Experian, we recognise that diversity and inclusion are not just initiatives but fundamental values that drive our continued success. By listening, adapting, and actively supporting all our talented team members, we create a workplace where everyone can thrive.
