People
ASX fosters a culture of equity, inclusivity and respect as an imperative for long term sustainability.
In June 2023, ASX announced its five-year strategy to move our organisation into a new era with a clear vision to be the market’s choice, inspiring confidence and trust. The launch of the five-year strategy provided an opportunity to re-engage our people on why ASX exists (our purpose), what we need to do to deliver on our purpose (our strategy), and how employees can contribute (our values).
Our purpose – to power a stronger economic future by enabling a fair and dynamic marketplace for all – drives the collective focus of our people and reflects the important and privileged role we play providing critical financial market infrastructure, products and services.
Our employees have a strong connection to ASX’s purpose, with 81% saying they are proud to work for ASX, which was an increase on 2023. [1] Through our regular communication and culture building, reinforcing the connection and pride in ASX’s purpose and role in the Australian economy has become increasingly important as we deepen our efforts on attracting, developing and retaining the great talent.
Ensuring every employee has clarity on our five year strategy and how we all contribute is imperative to our success. During FY24, we enhanced our performance management framework to focus on clear, accountable outcomes and improved assessment and measurement practices. This supports our employees to have clear accountabilities and expectations in how to deliver outcomes.
During FY24, we implemented a new business planning approach with quarterly enterprise-wide business reviews, and increased the cadence of employee briefings to provide updates on strategic progress to celebrate achievements.
ASX has continued to embed and promote its organisational values during FY24. Our four values are a key enabler of our strategy and will help us to fulfil our purpose.
During FY24, ASX added to its employee recognition programs with the launch of our One ASX Awards, which recognise teams and individuals living our values and helping drive our vibrant culture each quarter. They also help to showcase the work happening across the business to deliver meaningful outcomes for ASX.
to benefit all customers
This reflects our commitment to be a proactive partner, listening carefully and ensuring that we understand what matters to a broad range of market participants.
proudly protecting market integrity
This is about acting decisively, and having the courage to speak honestly. It’s about protecting market integrity, and supporting financial system stability.
by collaborating with purpose
This reflects our desire to harness the power of the ecosystem to ensure robust outcomes come from a diverse range of views. It’s about empowering and supporting others around our shared purpose and common goals.
by focusing on the big picture
We look to the future and learn from the past to continuously improve and set new standards.
During FY24, ASX reviewed its diversity, equity and inclusion (DEI) strategy to align to the five-year ASX group strategy.
The DEI strategy is focused on three main pillars:
Attract and retain a diverse workforce
Reward, develop and promote equitably
Create a culture of inclusion and belonging
ASX remains committed to promoting gender equality within the organisation. In FY24, ASX committed to a 40:40:20 gender balance target by FY28, replacing its existing target of female representation of 45% of the total headcount by FY25.
This approach, which is recommended by Australia’s leading gender equality agencies, applies a target of 40% female and 40% male representation across the organisation at a minimum. The remaining 20% provides flexibility for female, male and people who identify as non-binary or gender diverse.
Our new gender diversity targets include a minimum of 40% female, minimum 40% male, and 20% of any gender across all levels of the organisation, and is regularly tracked and reported annually in ASX’s sustainability report. While targets are focused on gender, ASX is also taking an intersectional approach to drive gender equality, considering other aspects of identity including, but not limited to, cultural and racial diversity, caring responsibilities, disability and sexual orientation.
| Level | Definitions for FY28 | FY24: % of female representation | Target FY28 |
| Board | Inclusive of CEO | 50% | 40:40:20 [3] |
| Executive Team | Exclusive of CEO | 27% | |
| Senior Leadership | CEO, CEO-1, CEO-2 [1] | 38% | |
| Management | CEO-3, Band 5 and above [2] | 35% | |
| Across ASX | All employees | 42% |
[1] Therefore includes Executive.
[2] Excluding individual contributors at band 5 CEO-3.
[3] 40% females (minimum), 40% males (minimum), 20% of any gender (inclusive of men, women and people who identify as non-binary or gender diverse).
ASX supports providing employees equal pay for like roles irrespective of their personal characteristics such as gender. An annual review is conducted to identify differences in remuneration which cannot be explained by qualifications, tenure, experience, and performance. Any unexplained differences are addressed in the ensuing remuneration review. During FY24 there was no material gap in our gender pay equity.
The gender pay gap (GPG) is just one of many measures that indicate gender equality and inclusivity in the workplace. When we review how we compare to our industry in the most recently available benchmarks in the 2022‑23 Workplace Gender Equality Agency (WGEA) reporting period, the data is encouraging; on all measures ASX’s gender pay gap is significantly lower than the industry average. This reflects the concerted effort we have made over recent years to drive gender equality at ASX. As we make progress towards our gender diversity targets this will further reduce our gender pay gap.
ASX is proud to be recognised by the Workplace Gender Equality Agency (WGEA) as an Employer of Choice for Gender equality. You can access our latest Gender Equality Public Reports below:
Source: WGEA Industry Benchmark Report 2022-23. ASX data effective 31 March 2023. 2023-24 industry data not yet available.
As an inclusive organisation, we support flexible working arrangements, and in FY24 83% of employees told us they feel that they have the flexibility to manage work, caring responsibilities, and other commitments.
We aim to balance our flexible working approach with the needs of our employees, stakeholders, customers and partners. We will continue to adapt and evolve our approach to hybrid working to balance organisation requirements with employee wellbeing.
ASX recognises the power and passion of its employees and supports them through our Employee-led Networking Groups (ENGs). These groups – developed, chaired, and run by employees, each with their own executive sponsorship – celebrate differences, raise awareness, and promote our inclusive and respectful culture.
Navigate through the tabs below to find out more about all our ENG groups.
WE@ASX - Dedicated to empowering, supporting and sponsoring women at ASX and fostering a gender equal culture. WE@ASX stands for Women Empowered.
FY24 highlights
83%
of our employees say they have the flexibility needed to manage work, caring responsibilities and other commitments [1]
QASX - Employees and allies promoting LGBTIQ+ inclusion through events, communications, peer support, networking and contribution to strategy and policy development.
All polices where families are included are inclusive of LGBTIQ+ employees and their families. ASX has grievance officers trained in LGBTIQ+ inclusion.
Activity highlights
91%
of our employees who identify as LGBTIQ+ say they feel comfortable to bring their whole self to work [1]
Culture&Heritage - Organises events and education campaigns that value and celebrate the diversity of cultural attitudes, behaviours, thoughts and work practices at ASX.
Activity highlights
24
diverse cultural backgrounds across our employee base [1]
32%
of our employees speak a language other than English [1]
Wellbeing – Promoting and facilitating physical and mental wellbeing through employee participation and community connection
Activity highlights
89%
of employees believe “My direct manager genuinely cares about my wellbeing” [1]
ASX Giving - Building support for community initiatives through fundraising and volunteering opportunities, supporting the passion and generosity of ASX’s employees
Activity highlights
~$116,000
ASX matched employee donations to a range of charities
Over 100
days given to charitable work
[1] ASX ‘Your Say’ Employee Survey 2024.
We expect a high standard of behaviour from our people, consistent with the privileged position we hold within Australia’s financial markets. To succeed in an evolving economy, we need to harness our people’s ability to exercise judgement in uncertain situations. We do this by communicating:
ASX has a Code of Conduct underpinned by our values. The Code of Conduct applies to all our people, including directors, employees and contractors. It sets the standards for how we work at ASX and outlines the importance of our values to anyone dealing with ASX. The Code requires our people to act in a way that is guided by ASX’s values – including acting in the best interests of ASX and with honesty, integrity and fairness.
ASX’s Anti-bribery and Corruption policy states our requirements for the management of gifts and benefits. It requires employees to report all gifts above a specified threshold. The Audit and Risk Committee receives periodic reports on these disclosures.
To enhance our position of trust and independence, during the annual review of this policy in FY19 the threshold for declaring gifts was lowered from $200 to $100. In addition, gifts over $400 are now prohibited unless approved by the CEO.
ASX’s Whistleblower Protection policy supports employees who report non-compliant, suspicious or unethical conduct. It formalises ASX’s commitment to protecting the confidentiality and position of employees who wish to raise matters concerning the integrity of ASX.
ASX requires staff to complete regular training and attest to their understanding of, and compliance with, ASX’s policies including the Code of Conduct and Anti-bribery and Corruption policy.
Topics assessed included:
*Included material relating to gifts and entertainment/anti-bribery and whistleblowing.
In addition to undertaking training, ASX's Executive team and General Managers are required to provide a 'policy adherence' attestation in areas including ASX's Code of Conduct, Conflicts Handling, Group Dealing Rules, Use of Social Media and Internet and Email Use.
