The document outlines Westpac Group's vision and strategy for diversity and inclusion. The vision is to create a truly inclusive workplace where diverse talent can thrive. The strategy involves both "hard wiring" through targets and policies, and "soft wiring" cultural change through advocacy and education. A rigorous program management approach is used to integrate initiatives across the business and measure progress.

1. Leading diversity

2. What is our vision for diversity at The Westpac Group? “ Our aspiration is to create a workplace where the best people want to work . It is a vital part of our vision to be one of the world's great companies, helping our customers, communities and our people to prosper and grow. We need to ensure that we have an environment where true talent shines, enabling our people to be the best they can be. Our aim is to be a leader in the community promoting and celebrating diversity”.

4. Our vision is to be one of the world’s great companies for diversity and flexibility How we do it Where we focus It means Communication and change leadership: Building diversity capability of senior leadership; relentless communication of key messages and role modelling; challenging status quo Flexibility practices: Supporting the application of policies through simplification, job design, flex coaching and leader capability development Culture and confidence: Improving the confidence of our leaders through training, coaching and mentoring Measurement and reporting: Maintaining a rigorous fact base to support decision making Integration: Making diversity part of the way we do business Market leadership: Be a corporate role model, take the leadership position Women in leadership Indigenous employment Age diversity Accessibility Our workforce profile delivers competitive advantage We can leverage the value of diversity for all our stakeholders We have a truly inclusive, barrier free workplace We role model and are recognised as an innovator in diversity practice Cultural diversity

5. Our strategy is grounded in core themes

9. The business case Capturing the economic, social and cultural dividends from valuing diversity in employees, customers and suppliers can offer a sustainable competitive advantage Offers greater employee engagement leading to improved productivity and profitability Better understanding of the needs of current and potential customers by more closely reflecting the demographics of the community Delivers sustainable value for shareholders Enhances reputation in the community as a trusted organisation that ‘does the right thing’ Provides access to an unfair share of the talent pool

10. Our execution model is integrated, from the grass roots level up Diversity & Flexibility Team Group Diversity Council Gail Kelly (Chair) Board Business Divisions Employee Action Groups HR Centres of Excellence Corporate Affairs & Sustainability 1200+ Chief Diversity Stars (advocates across the Westpac Group) HR GMs & Generalists

11. One team: work with the customer and community facing parts of the business Government Relations Group Sustainability Community Partnerships Social Sector Banking Indigenous Engagement Team Organisational Mentoring Westpac Women’s Markets Diversity and Flexibility

14. Softwiring: story telling and case studies