Over the past two years, the Australian Financial Complaints Authority (AFCA) has been on a transformative journey to become an organisation confident in its ability to attract, select, engage, and retain employees with disabilities.
In 2023, AFCA launched a three-year Diversity, Inclusion, and Belonging (DIB) strategy to advance several key diversity initiatives. Its focus areas include governance and accountability, inclusive systems and processes, inclusive leadership, and building diverse-thinking teams.
Prior to implementing the strategy, AFCA’s 2022 employee engagement survey revealed that 6.5% of employees identified as having a disability, with engagement scores 12 points lower than the overall workforce. This data prompted immediate action. AFCA partnered with Australian Disability Network to deliver Disability Confident training, starting with its executive team, followed by people leaders, and an e-learning module for all employees.
We also launched the Vis-Ability Employee Network Group, a dedicated space for employees with lived experience of disability or caregiving responsibilities. This network fosters belonging and advocates for inclusion, providing vital support to its members. The network is proudly sponsored by its Chief Operating Officer, Justin Untersteiner, who is an active and supportive member of the network.
“AFCA is committed to creating a workplace where people feel like they can be themselves and that they truly belong. We are working hard to ensure that all employees living with disability or who are neurodivergent can be their best selves at AFCA. I am proud of the steps we have taken but I also recognise that the journey has only just started for us and there is much more for us to do”.
Through its DIB strategy, AFCA implemented several initiatives to enhance disability inclusion:
- Welcoming an intern through the Stepping Into Internship program.
- Conducting a Dignified Access Review and making office modifications for greater inclusivity.
- Launching and continuously refining a Reasonable Adjustment Policy and procedure.
- Facilitating panel discussions with external and internal guest speakers who share their lived experience and encourage awareness and action amongst employees
- Facilitating inclusive leadership training for all people leaders to provide them with practical and actionable steps to create a culture of inclusion in their teams
- Sharing the stories of our employees who live with disability through its internal communications channels
- These efforts have delivered measurable results. In AFCA’s latest engagement survey, 10% of employees identified as having a disability, and the engagement score
- for this group is now on par with the overall workforce.
This year, AFCA expanded its focus to neurodivergence, with 13% of employees identifying as neurodivergent in our survey. Feedback highlighted a need for greater awareness and education, leading to the development of a neuro-inclusive strategy. This strategy includes leadership training, a hub of resources, and an event planned for Neurodiversity Awareness Week.
The organisation is incredibly proud that AFCA’s Chief Ombudsman and CEO, David Locke, was recognized as the 2023 CEO Diversity, Equity, and Inclusion Champion at the Australian HR Institute (AHRI) Awards. AFCA was also named the Best Place to Work in the Government, Education, Not-for-Profit, and Utilities sector in the AFR Boss Best Places to Work awards, as well as Employer of Choice at the Australian HR Awards.
In addition, AFCA’s Vis-ability ERG was a finalist for Disability Employee Network of the Year in the 2024 Disability Confidence Awards.
These accolades underscore the organisation’s unwavering commitment to creating a culture of inclusion and belonging at AFCA, making it a place where everyone can thrive.