Please indicate if your Initiative is an Established Initiative.
Team - who worked on the project/initaitve
People Team consisting of;
Hareta Stanbridge - People Advisor (AU)
Carmen Saywell-Kay - Talent Acquisition Manager (AU)
Nick Janeski - Talent Acquisition Specialist (AU)
Anthony Peroukaneas - People Coordinator (AU)
Julie Kirk - Global Head of People (Global)
Lee-Anne Teppler - People Manager, HR (UK)
Kasia Krezel - People Coordinator (UK)
Sherice Watson - Internal Communications Coordinator (AU)
Mario Natoli - Chief Marketing and Customer Officer (AU)
Talent Acquisition Manager
People Team - As Above
People Team - As Above
Overview - Provide a summary to introduce the project or initiative
We don’t believe in ‘business as usual’. Everyone at eNett is passionate about pushing the boundaries to create the most inventive yet practical payment solutions for the travel industry. As a high growth company, we require perspectives from a diverse employee pool and a culture that enables these voices to be heard, valued and included.
We think having a diverse and inclusive environment is important. Using our personal experiences, researching innovative ideas and listening to the feedback from our people, we designed an approach to embed a diversity mindset.
To continue fostering a culture that enables people to be heard, valued and included, requires a commitment from everyone. This enables people to bring their whole self to work. We bring this to life by;
- Inclusive Culture: Creating an inclusive environment where all members are valued, respected and able to contribute innovative ideas that enhances productivity.
- Development and Advancement: Investment in developing skills, providing training and raising awareness around the barriers to D&I
- Recruitment: A refreshed tone of voice and sourcing strategies to attract diverse representation across all teams, business units and intern programs. Creation of tools for managers to support evaluating against a range of competencies.
- Engagement: Assessing, tracking, reporting and celebrating progress over time while actively obtaining feedback from our people on their perceptions of D&I
- Reward and Recognition: Complete gender pay actions and ensure our recognition practices are attractive to all our people
- Partnerships: Establish D&I partnerships to enable us to increase the diverse representation across teams
How would you say diversity is embraced within your organisation or sector? Are there diversity initiatives in place or are diversity approaches new to your sector?
Having a workforce with different backgrounds, experiences and skills means we can find new ways to grow and allow our people to grow with us. Diversity is embraced and present in everything we do at eNett. It is how we roll and we have a range of activities in place that enable us as a organisation to have a true diversity mindset. We approach things a little differently here. By listening to our people we establish approaches that truly meets their needs. When we kicked off our D&I approach we looked a establishing diversity groups for women and LGBTIQ. Interestingly we found, this is not what our people were after. They felt the eNett community is for everyone so why create separate groups? Everyone needs to learn new skills so instead creating supportive and inclusive approaches across all our people activity leads to D&I as a mindset that naturally is embedded in to everything we do.
Detail the approach that was taken to implement the project or initiative, what actions were taken and why?
What have we been doing?
To ensure we are achieving our goals, we have proactively developed and implemented a range of activities focused on awareness, education, celebration and support. As a Fintech company we have moved from an 80/20, M/F gender split in 2016, to a 70/30 split less than 12 months later. We are working towards a gender split of 60/40 or better by 2021 as we know to continue to accelerate progress will need continued incremental ideas and change .
- Raising awareness and providing education around D&I across the business. We've tried different things and had a go. We're pleased to say a lot has been successful and we've captured learnings to enable continued improvement ongoing.
- Leveraging our data to understand the strengths and gaps for D&I at eNett, we've taken action meaningfully.
- Encouraging and supporting mentoring across the organisation to foster growth, development and inclusion for all groups. We created a mentoring tool kit and partnered with VicICT4Women. Participation rates; 2 female mentees and 4 female mentors which exceeded our initial expectation.
- Promoting flexibility to accommodate individual requirements our people have whilst maintaining an outcomes focused environment – we don’t need to clock watch
- Fostering a culture that encourages all employees to run events and initiatives related to their diverse backgrounds and promote them using our internal communication channels. We have also seen peer to peer recognition of individuals increase by doing this.
- Providing equitable career opportunities and training, allowing our people to grow as we grow. We have had 19 internal promotions YTD and 36 internal promotions in 2017. This was a significant uplift from 2016.
- Ensure people polices are simple and enable everyone to access fair and equal opportunities. And that these opportunities are flexible in the way they are applied.
- Enhanced our parental leave policy and flexible working approaches. Which resulted in a increased uptake of work from home days, parental leave and working remotely.
- Identified gaps in our policies and built out solutions to overcome barriers to inclusion successfully changing our tone of voice.
- Leveraged feedback from our people to ensure ongoing success and continual enhancement for our employee experience through a test and learn approach to D&I
- Provide inclusive programs under our wellbeing framework to support diverse teams focusing on overall health and well-being. Partnered with Benny Button, and using the data gathered we created an approach that is focused and tailored to the needs of our people. These were structured around our pillars being mental health, well-being, mindfulness, financial wellbeing.
- Through our award-winning CSR approach, ‘Repay the eNett Way’, our people learn, fundraise and support an organisation annually who work with underprivileged communities affected by tourism somewhere in the world. We support CSR to aid our people in social learning so they may value culture differences. We send 8 people and a member of the ELT to volunteer in the charities country each year. We had over 30 applications in 2017 and expect to exceed this in 2018.
- Inclusive tone of voice and language in all internal and external communications
- Promotion across the business of D&I events, sessions and conferences
- Provide office facilities that encourage inclusion, for example, a parents room and collaboration areas. These facilities have been widely used and people are comfortable talking to their leaders and the People Team around using these spaces.
- Celebrating social, economic and cultural events. For example, International Womens Day, Diwali or bring your dish to work day.
- Partnering with organisations committed to increasing diversity in the technology industry including LiveHire, Women in Technology, DiverseIT and VicICT . A large uptake of women our business attending these events. In fact, we often see groups of our females going to these events together.
- Ensure diverse groups are represented through our Internship program through university partnerships. We currently have two female IT interns, which is a uplift of 100% from 2017.
Demonstrate the leadership shown in driving the initiative and fostering behavioural and organisational change.
- D&I champions at senior leadership level. For example, D&I messages from our CEO; celebration and education internal videos for International Womens day, and personalised intranet blogs from ELT covering topics such as diversity, cultural, support and inclusiveness.
- Acted our internal gender pay analysis and addressed concerns. Achieved AU WGEA compliance in our first year for reporting.
- Providing tools and training for leaders to champion D&I in their roles across the business
- Providing tools and training around candidate assessment for managers and individuals to help recruit more diverse candidates. For example, competency frameworks and interview guides
- Personalised strength based L&D approach across the organisation, which is accessible to all employees. This includes manager development for our Leaders.
- Partnering with VicICT for women to provide education and mentoring opportunities for our females.
Was there organisational/industry or other resistance to the initiative? If so, detail the actions taken to overcome resistance to the project or initiative.
We wanted to instigate more programs for females including core focus groups. There was some resistance from the business around this. Our people felt that these groups would in fact divide the population and have a negative impact on the diversity mindset at eNett. So, we talked further to our people to establish what else we could do to foster a D&I mindset. This feedback drove initiatives such as partnering with organisations committed to increasing diversity in the technology industry, ensuring we were celebrating key events, putting a D&I lens on all our people strategy activity and providing inclusive programs under our Health and Wellbeing framework.
Detail the follow up or response to the project or initiative by the organisation /industry /sector. For example has it been extended for a further year, or has the scope been expanded?
At eNett, we are committed to a culture that embraces and fosters diversity and inclusion. We support and facilitate an inclusive environment that embraces all that makes us different and recognises the benefits that these differences make. We have had a great response to our focus so far and continue to 'test and learn' our D&I approach. The feedback from the organisation has been positive and we continue to extend the focus as a key part of our 2021 strategy.
Please provide 2 references being the beneficiaries or people that experienced the change (as a result of the initiative). Details to be provided should include:
4. Phone number
6. Short description (up to 250 words) of association with the nominated diversity initiative eg as a beneficiary, experiencing the outcome, etc.
Rebecca Higgin. IT Service Coordinator, eNett International. Rebecca.firstname.lastname@example.org P: 03 96188994
Rebecca has been with eNett since 2017 and has moved from Customer Support to an IT Service Coordinator position in her 1.5 years with eNett. Rebecca has been a direct beneficiary from our D&I approach, having access to L&D opportunities across the organisation, spoken on both internal and external panels around how to foster a D&I environment and career growth. Rebecca also has lead several D&I events, spoken on internal videos and attends all social events. Rebecca feels that out of all places she has worked eNett's approach and environment is one of the best she has been a part of, that her voice is heard, valued and included.
Bhav Fialkowski . QA Team Lead, eNett International
email@example.com P: +61 432 826 417
Bhav has been with eNett since 2017 and is part of the Leadership Team at eNett. Bhav has championed the D&I approach at a leadership level, having been involved in mentoring others within IT, promoting D&I events, partners and initiatives. Having access to L&D opportunities both internally and externally, spoken on panels and partnered with Women in Technology initiatives. She insures she creates a creates a supportive and collaborative environment. Bhav feels eNett provides a supportive, inclusive environment which allows her to grow and develop.
What outcomes have been achieved against overall program or organisational performance? Using metrics specify these outcomes, for example financial, growth, policy achievement, performance or capabciltiy uplift?
We’re a close-knit team and want to know the impacts of our approach, and how it’s felt by our people.
Internally, we use our people survey to measure the broad reach and impact we have. Our other informal feedback channels include coffee sessions with ELT and town halls to encourage our people to share their ideas continually. We use both quantitative and qualitative data insights gained through exit surveys to understand any attrition trends, or opportunities benchmarking against other technology companies to track progress over time. We ensure we understand the drivers of any voluntary turnover when it may occur.
Here’s a few things we have achieved:
- Moved from 80/20 to a 70/30 gender split within 12 months of focusing on D&I
- Empowered our people to host their own events, celebrating events such as Diwali, International Women’s day and the ‘Vote Yes’ campaign. In our first year we held ~12 events.
- Successfully increased how many IT female leaders we have to act role models and mentors.
- Enhanced policies such as parental leave and flexible working to cater for more diverse needs
- Invested in gender pay actions. We corrected and invested the small number of gaps
- Maintained 10% voluntary attrition and achieved a 4.6 rating on Glassdoor.
- Over 91% participation in our people survey providing a strong baseline for what our people think and want.
- Identified and communicated clear career pathways within IT to enable talent to accelerate, progress and advance
- Out of 19 people hired YTD, 8 have been female. We hired 8 in IT and 4 are female
We have more to do and with our momentum and success so far, we’re excited about how eNett is driving a mindset of diversity across all that we do.
What do you consider your significant achievement with this Initiative and why?
Mindset within the company. D&I is part of everything we do and we have learnt that you cannot focus on one thing. You need to have a consistent focus across all activities to truly drive change. That has resulted in a shift in representation in our business faster than expected, that we will to continue to drive.
Who inspires you from a diversity perspective? Who provides leadership in diversity and why?
We do not have a singular person. We network, learn from live case studies and ultimately talk with our people to create something tailored for us that works with our culture, values and employee experience. This is led by our leaders from our CEO through to other eNett role models who share how we began and embody trying things. At times we fail but we are always learning and improving what we do to meet the changing needs of our people. It keeps things engaging, fresh and fun.