Diversity and Inclusion Strategy 2023-25

ASIC’s work impacts virtually every Australian. So it is essential that our interactions and interventions are appropriate, effective, relevant and respectful.

As a starting point, this means ensuring our workforce reflects the communities we serve. However, we believe there is much more to diversity than this.

We recognise the value in bringing together different people from different backgrounds to blend and build on different perspectives and approaches. Yet, without the right working practices and culture, these benefits may be missed.

For ASIC, achieving genuine diversity means creating an inclusive environment, where each of our people feels they belong. Where everyone is supported to achieve their potential - and barriers to success are actively identified and eliminated. In doing so, we will not only make the most of the talent within our organisation, we will also become a better regulator.

As Chair, I am committed to ensuring that ASIC is a place where everyone feels valued for who they are and what they do. Regardless of age, gender identity, sexual orientation, intersex status, cultural background, religious affiliation, disability status, caregiving responsibilities or socio–economic background.

Joe Longo, ASIC Chair

ASIC’s approach to diversity, inclusion, and belonging is defined through our Values and Code of Conduct, which set out our expectations for working together and with others.

The objectives outlined in our 2023-25 Diversity, Inclusion, and Belonging Strategy give further direction to that intent.

These objectives are largely inward in focus, reflecting our belief that diversity, inclusion, and belonging begins in the workplace. However, we recognise that these principles must necessarily inform what we do and how we do it.

We believe we are best able to achieve that by building a workforce that reflects the communities we serve, increasing representation at every level of the organisation – and, crucially, equipping our people with the capabilities to think and act inclusively.

The goals we have set ourselves over the coming three years are not merely actions to be implemented and measured. They have been designed to enhance the experience of our employees – and, in turn, those of our stakeholders.

Danielle Press,
Commissioner 2018 – 2023
Chair, Diversity Council
2020 – 2023

I am honoured to be the new Chair of ASIC’s Diversity Council and I thank former Commissioner Danielle Press for her valuable work in this role.

My commitment is to inspire, lead, and unite ASIC’s people to deliver on our Diversity and Inclusion Strategy 2023–25. We will hold ourselves and one another accountable, challenge assumptions, and learn from each other along the way.

Together, we will continue to build a workplace at ASIC where every employee feels safe and supported to share their perspective, is recognised and celebrated for their differences, and comes to work every day proud of the work they do and the organisation they do it for.

The benefits of doing so are numerous and clear. A diverse and inclusive workplace creates a vibrant, welcoming, collaborative and innovative environment for employees, encourages others to join us, and enhances connection with our partners and communities.

Ultimately, it plays a crucial role in enabling us to deliver on our vision of a fair, strong and efficient financial system for all Australians.

I look forward to driving ASIC’s progress towards a strong and equitable future for all our people.

Kate O'Rourke,
Commissioner 2023 – present
Chair, Diversity Council
2023 – present