Governance, Ethics and Sustainability

Governance, Ethics
and Sustainability
ANZ Bank
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CODE OF CONDUCT OF ANZ BANK
OVERVIEW
ANZ Bank is committed to drive outstanding performance and provide
outcomes while achieving. In the Code of Conduct, it is to provide value
to the shareholders, taking proper account of the community, employees,
customers and others working within or for business. Moreover, for
attaining outstanding outcomes and performance, ANZ Bank never
compromises its principles or ethics. They place great significance on
quality, honesty, trust and integrity within this Code of Conduct by
setting ethical standards. Further, describes the way of working while
setting the standards as expected of professional behaviour related to
their values. Also, helps in making ethical, fair and balanced decisions in
their daily working (ANZ 2017). As per this code, the bank has been
committed towards its key stakeholders about ensuring their interest by
giving priority ethically before the objective of maximising profits.
SCOPE
This Code of Conduct is applied to everyone working or employed at ANZ
consisting employees (both temporary and permanent), consultants and
contractors. It is situated in Australia bound by this Code among
members working required to comply with these guidelines as well (ANZ
2019).
REGULATORY COMPLIANCES
This Code complies and abides ANZ with the law and applicable ANZ
procedures and policies. There are diverse legal responsibilities with
relevant regulations and laws where members cannot breach the law or
applicable practices, policies or procedures of ANZ. It requires all
compulsory training completely as directed by ANZ and declared by
compliance with the Code. The monitoring of bank is done by BCCC (The
Banking Code Compliance Committee) compliance with the “Banking
Code of Practice”. Also, it is essential to understand the Code’s principles
and complied with them as well (ANZ 2018). In Australia, the bank is
suggested to comply with the ASIC (Australia Securities and Investments
Commission) guidelines if required to complaint or report any instance.
DISCRIMINATION
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In Australia, discrimination has been a major issue due to multicultural
society where proposing to treat, or treating, someone unfavourably due
to its personal appearances so protected by law (Yahnke 2018). The
Equality Act 2010 was established making separate legislation and
strengthening the laws under one banner around discrimination. The
protected characteristics under the Act are age, gender reassignment,
sexual orientation, disability, sex, religion or belief, marriage and
partnership, race, and pregnancy and maternity in the workplace.
Employees are able to make complaint against the one breaching these
characteristics under the Act (Benstead 2018). ANZ relies on treating
everyone with respect and dignity consists of never bullying, harassing or
discriminating unlawfully. It is offensive or unacceptable conduct that
cannot be tolerated within an organisation. Further, the company take
strong action against provisions incorporated in relation to
discrimination executed by the Australian Government with the policies
under the Code. For instance, implementing anti-discrimination
guidelines made by the company promoting diversity and discouraging
discrimination. Thus, this Code focuses on excluding activities that in any
form or shape tolerating or supporting discrimination. So, there are some
guidelines need to be following in ANZ compulsory to avoid
discrimination.
1. The selection process of new employee is managed while
evaluating by more than one individual based on applicants’ ability
to individual the qualifications and job instead of their differences.
2. The policy of diversity and inclusion adopted by ANZ bank to
ensure that an organisation focuses on creating a varied workforce
consisting indigenous, women and disability people by building a
positive environment in the workplace for individuals (Danckert
2015).
3. In the workplace, promoting employees is required to be based on
analysing abilities and performance instead of their individual
characteristics.
4. Employees’ roles and jobs are decided in an organisation within a
manner of non-discrimination.
5. Also, several other actions are taken by the management to foster
and reinforce diversity in the company.
In Australia, the number of legislative guidelines was issued by the
Australian Government as well for the companies to ensure of any
individual not engaging in discriminatory practices. Even if the
employees of ANZ face or witness discrimination are permitted to report
the issues for not facing challenges further. The complaint can be
reported to ant-discrimination committee conducting an investigation
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