Employer information

Bank of Queensland logo

Bank of Queensland

Australia


Industry
Banking, Financial services
Company size
1,001-5,000
Founded
1863
Headquarters
Brisbane, Australia

Workplace initiatives at Bank of Queensland

Workplace initiative Status
Breastfeeding rooms
Coaching programs
Continuation of superannuation payments whilst on paid Parental Leave
Continuation of superannuation payments whilst on unpaid Parental Leave Yes **
Domestic and Family Violence policy
Employee Assistance Program (EAP)
Employee engagement scores year on year 60% (June 2017), 51% (June 2018)
Employee turnover rate 24.1%
Employer is a Pay Equity Ambassador*
Internal Women's networking groups
Leadership development programs
Mentoring opportunities
Minimum tenure required to be eligible for Paid Parental Leave 12 Months
Open to discussing flexible working arrangements at the interview stage?
Opportunities to purchase leave
Paid Parental Leave at full salary for primary carer (not including government-funded parental leave) 13 Weeks
Paid Parental Leave at full salary for secondary carer 2 Weeks
Paid volunteer days ‚Äč3
Programs for parents returning to work after Parental Leave No
Targets to raise the number of women in leadership

About Bank of Queensland

WE ALL BELONG. WE ARE ONE BOQ

 

BOQ is committed to an inclusive environment where differences are embraced and where we all belong and feel valued – regardless of our background, beliefs, and personal circumstances. We believe in harnessing different perspectives, insights, abilities, and experiences in our workplace which in turn allows us to think differently to transform BOQ for the future. Our approach to inclusion is designed to achieve amazing results for our people, customers, shareholders, and communities to be Australia’s most loved bank.

It is important for us to ensure that our diverse workforce reflects the community and our customer base comprising people of various ages, cultural backgrounds, sexual orientation, or accessibility needs to ensure a truly inclusive culture. Additionally, we aspire to ensure a gender balance at BOQ, particularly at senior levels. 

Inclusion Governance Structure

BOQ has in place an Inclusion Council which is chaired by the CEO and Managing Director and consists of all members of our Executive Committee. This Council is responsible for overseeing and governing implementation of BOQ’s Inclusion Strategy.

BOQ currently has several inclusion networking groups in place including WIN (Women’s Ignite Network), as well as a Domestic and Family Violence Working Group. We also have a RAP (Reconciliation Action Plan) working group to guide our commitment to our vision that all Aboriginal and Torres Strait Islander peoples and communities are afforded equity, dignity and respect.

 

Gender Diversity

At BOQ, focusing on gender diversity through expanding the representation, engagement and development of women in leadership roles is a priority. We are very passionate about advancing and supporting women in the banking and financial services industry. Our goal is to have 50/50 gender diversity in leadership positions by 2020.

The importance of gender diversity for us is reflected in our policies, procedures and practices including recruitment and selection, talent identification and development, career development and learning, flexible work practices, pay, promotions, the forms of leave available to our employees, and retention.

As a result, BOQ is well known for its inclusive workplace initiatives and becoming a Work180 Endorsed Employer was a great opportunity to showcase our commitment across the market in building a diverse workforce and inclusive culture.