Annual Review 2015/16

At Suncorp, our people and business partners are passionate about creating value for all of our stakeholders and are inspired to know the work they do and the decisions they make contribute to a higher purpose that makes a difference.

Employee Engagement

In February 2016, Suncorp announced a new operating model to remove structural constraints and enable our people to deliver on a reinvigorated strategy.

To achieve this, we committed to restructuring the business as quickly as possible, removing duplication and bringing greater alignment with our customer-facing, operations and corporate functions. Significant changes were required, with the creation of a large number of new roles and many others changing.

Maintaining stability and momentum during the transition was a high priority. In response, an ambitious program was set and a dedicated project team established to drive the changes. Transparency, leadership and frequent communication underpinned our approach, as was consulting with our people and giving them the opportunity to provide feedback every step of the way.

Suncorp’s annual engagement survey, typically carried out in the fourth quarter of the financial year, was postponed until the first half of FY17 to align the measurement of engagement to our new operating model and reinvigorated strategy.

In the interim, pulse surveys were undertaken to monitor senior leaders’ understanding of and engagement with the strategy, direction and leadership of Suncorp.

Flexible Working

Suncorp’s workplaces create an environment for our people to thrive. Through the use of technology and workplace design, we make it easy for people to connect. Suncorp encourages informal meetings in café-style areas, has dedicated innovation spaces, and continues to invest in technology including Skype for Business, allowing employees to collaborate freely regardless of their location.

Suncorp recognises that flexible working arrangements play an important role in attracting and retaining a diverse workforce. Allowing people to better manage their lifestyles, options include Suncorp’s unique ‘work at home’ arrangements which have been recognised with the Best Workplace Flexibility Program at the Australian HR Awards in August 2015. More broadly, 79% of Suncorp people say they take the opportunity to work flexibly in their role.

Safety and Wellbeing

Suncorp’s Safety and Wellbeing Strategic Plan was designed to deliver long-term results through sustainable cultural, behavioural and leadership change. The continual focus on providing a safe and healthy working environment has resulted in:

  • a reduced lost time injury frequency rate (LTIFR) of 1.8 against a target of 2.0
  • lower premiums for work-related claims
  • increased hazard and incident reporting
  • increased utilisation of the Employee Assistance Program
  • increased utilisation of the Brighter Healthier You Portal.

Initiatives undertaken throughout the year include:

  • Investing in a new Safety & Wellbeing technology platform for incident, hazard and risk management. The new system will automate current manual processes, be fully mobile on all Suncorp network devices, and provide real-time data and prevention based insights to leaders.
  • Developing a range of service offerings for on-site wellness and mental health management through partnerships with ReachOut, Assure and Sentis.
  • Completing 3,390 employee wellness assessments with active improvement goals, through health and wellbeing campaigns.
  • Conducting 560 on-site 60 minute health appraisals.

The Employee Assistance Program is a long-running feature of Suncorp’s commitment to the wellbeing of its people. Employees and their families can access four free counselling sessions annually. Suncorp has also launched Be My Best – wellness coaching which takes a holistic approach to assisting employees’ overall wellbeing, goal-setting and achievement.

Diversity and Inclusion

Suncorp understands that to unlock the potential of innovation, collaboration and customer value creation, the organisation must continue its commitment to workforce diversity and inclusion. This will enable everyone to perform at their best and deliver optimum business results.

Suncorp’s policy on diversity is contained within its Equal Employment Opportunity and Diversity Policy, a summary of which is available at suncorpgroup.com.au/about-us/governance.

Business Partners

For Suncorp to be successful and outperform the market, we need to be constantly improving and implementing new strategies to drive efficiencies and ensure our viability and future success.

Our strategic partnerships with technology and business processing providers allow us to free up our people to focus on core value-add and business improvement activities. They help us to achieve greater efficiencies and support service delivery. This allows the business to work more flexibly and be more responsive as demand for services fluctuates.

Flexibility and scale are important levers that enable us to respond swiftly to catastrophe claims events such as storms, bushfires or floods. This is hugely important to our customers as it gives us the capacity to support them when they need us most.

Achievements in 2015/16

38%

female representation in senior leadership roles

Recognised by the Workplace Gender Equality Agency as an Employer of Choice for Gender Equality

130

high potential female leaders attended our unique Women in Leadership program

315

employees attended programs focused on assisting mature-aged employees to manage their career and retirement goals

2,000+ hours

Suncorp leaders were seconded to work on initiatives within Indigenous communities this financial year

79%

of the workforce now working flexibly

Launched a Domestic Violence guideline

to provide information and support to employees who are targets of, or impacted by, domestic violence

Employee Hardship Program

offering one-off individual grants to help support employees who are experiencing difficulties

Introduced a buddy program

to support employees going on, or returning from, parental leave