At Automic, we are committed to creating a diverse and inclusive culture that reflects both our customers and the communities in which we operate.
At the heart of our culture, is our Automic values. One of our values, Equality, we define as being ‘kind and respectful to each other and our clients – with open perspectives, we all work together to make better decisions’.
Creating a diverse and inclusive culture relies on our ability to understand through key data points such as our engagement survey and gender analysis, where we are today, and developing a targeted action plan to drive improvements and enhance our employee experience.
We confirm that we pay our people according to their experience, competencies, and performance. We do not pay people differently based on their gender. The gender pay gap (10.6%) is caused by us having a lower proportion of females in senior roles and a higher proportion of females in non-manager roles.
Our 2022-23 submission demonstrates that the gender pay gap has improved over the previous year. Further, since the submission (May 2023), we have appointed two experienced female leaders to the executive leadership team significantly reducing the gender pay gap at that level (KMP).
We continue to remain committed to creating a diverse and inclusive culture that includes gender balance and equity.
Environmental |
Social |
Governance |
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Environmental Stewardship |
Community Impact |
Secure Technology |
Responsible Business |
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Our commitment We take responsibility for our environmental impacts through understanding and minimising them. |
Our commitment We will be a great place to work, celebrate the value of diversity, develop careers and contribute to our communities in which we operate. |
Our commitment We ensure cyber security and data privacy remains paramount and is a guiding focus in everything we do. |
Our commitment We will work ethically, transparently and in the best interests of our stakeholders always. |
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Carbon Neutral for Scope 1 & 2 emissions for Sydney and Melbourne offices
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Engaged our major suppliers on ESG efforts to manage Automic’s impact beyond our four walls
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Introduced waste management process for eligible beverage containers
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Finalised our e-waste policy
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Achieve Carbon Neutral status through Climate Active Certification
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Empower Automic employees to minimise their workplace environmental impacts through knowledge
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Integrate environmental screening questions in supplier due diligence process |
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Set waste reduction and recycling targets
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Great Place to Work Certification (Sept ‘23) |
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Continuous support for ReachOut (raised $2,927 in CY23), The Smith Family (donated $10,280 in CY23) and Take 3 for the Sea (donated $5,000) |
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eNPS score for Employee Engagement Survey of +35 (Jan ‘24) from +38 (Jul ‘23) |
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Expanded staff benefits through introduction of Flare |
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42% of our managers identify as female |
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Achieved 30% internal promotion/horizontal transfer |
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94% of our employees believe that Diversity, Equity, and Inclusion are valued at Automic (Jul ‘23) |
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Increased paid parental leave from 12 weeks (from 8 weeks) for primary carer and 2 weeks (from 1 week) paid for secondary carer |
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Submit culture audit for Best Workplaces List - Great Place to Work (May ‘24)
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Improve staff accessibility for participation of all community initiatives (e.g. Laps for Life, Take 3 for the Sea) to increase uptake.
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Explore the feasibility of Work from anywhere week |
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Conduct 2 skill-based networking sessions/mentoring programs
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Improve gender diversity in our leadership team from 42% to 45% female
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Introduce initiatives to encourage pre-tax workplace giving to Automic approved charities
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Ensure our recruitment process drives gender equality and diversity at all levels of the organisation
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Increase knowledge of Automic team through education sessions (i.e., GPTW sessions, FYM, etc)
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Onboarded a dedicated in-house penetration tester to ensure the highest levels of cybersecurity |
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Deployed Netskope and Cloud Access Security Broker solutions that strengthen data loss prevention tactics and provide advanced security for cloud applications |
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Completed 12 phishing simulation tests |
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Conducted 1 external penetration and external social engineering tests |
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Implemented Mimecast that enhanced email security and filtering |
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Continued to enhance and improve secure software development practices |
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Maintain continuous strengthening of cyber security systems through system upgrades and external penetrations |
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Invest in comprehensive staff education programs to educate on the responsible use of AI and equip our employees with relevant skills to leverage AI |
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Further strengthen our disaster recovery practices by adding a real-time read-replica of our registry database |
| 04 | Increase the number of Availability Zones from 3 to 6 by adding the Melbourne region to our infrastructure |
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Introduced mandatory compliance online training modules and achieved 100% completion rate for all eligible employees |
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Achieved ISO27001 certification for Automic’s technology platform |
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Achieved ISO9001 certification for Automic’s Registry platform |
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Established 3 lines of defence in risk governance model |
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Completed privacy data mapping exercise and published revised Privacy Policy |
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Achieved +50 NPS score |
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Maintain annual ISO27001 and ISO9001 certifications for technology and registry, respectively |
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Extend ISO27001 certification to Automic Registry and Professional Services |
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Publish Automic’s Modern Slavery Statement |
| 04 | Produce Automic’s Risk Appetite Statement |
| 05 | Publish Automic Human Rights Policy |
| 06 | Achieve ISO37301 certification for Automic’s compliance management system |
| 07 | Expand Automic’s AFSL licence to support expansion in ESP services |
| 08 | Promote a robust ‘Speak Up’ culture at Automic by educating employees about the Whistleblower Policy |
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Pillar
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Material Topic
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Metric
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CY23 Data
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Environmental Stewardship
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Climate and Emissions
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Scope 1 Emissions (tCO2-e)
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0.16
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Scope 2 Emissions (tCO2-e)
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In progress
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Scope 3 emissions (tCO2-e)
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In progress
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Waste management
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Waste diverted away from landfill (%)*
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48%
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Community Impact
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Diversity, equality, and inclusivity
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Women in workforce (%)
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48%
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Women in senior leadership positions (%)
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39%
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Talent attraction, retention, and development
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eNPS score (Jan’24)
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+35
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Employees promoted (%)
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19%
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Attrition rate (%)
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29%
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Community giving
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Total amount donated to/raised for community initiatives (AUD)^
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Participation rate for Take 3 for the Sea (%)
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24%
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Security Technology
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Data privacy and security
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Number of cyber security tests conducted
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Number of impersonation attempts blocked
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2,500
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Number of application disaster discovery tests and exercises conducted
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12
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Number of cyber security breaches recorded
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0
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Responsible Business
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Client satisfaction
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Client NPS score
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+50
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Ethical business
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Employees trained on Code of Conduct and Cybersecurity Awareness (%)#
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100%
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Modern Slavery Statement published
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To be published by 30th June 2024
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ISO certification compliance:
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Achieved
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Liability limited by a scheme approved under Professional Standards Legislation. Practitioners employed by Automic Finance Pty Ltd are members of the scheme.