Work with us
People are at the heart of what we do
We value the contribution that people with different backgrounds, experience and perspectives bring to our organisation. We are committed to building a diverse and inclusive workplace and this is reflected by out strong support of flexible and inclusive work practices across the organisation.
Genworth believes that when employees perform exceptionally and the company is successful, employees who contributed to that success should share in it. Accordingly, all permanent employees participate in one of Genworth’s bonus plans. Details specific to your enquiry/role can be requested.
We care about what is important to our people and understand that the little things can make a big impact. Whether it’s spending more time with family or looking after your health and wellbeing, Genworth provides access to a number of benefits that help support our people both professionally and personally.
Benefits we offer include:
- discounts on LMI premiums, novated leasing and a variety of other corporate discounts
- free access to financial planner (superannuation and insurance expert)
- salary continuance insurance (SCI) and life insurance (death and total permanent disability). Conditions apply - be sure to request more information if you have any questions
- purchased leave program up to two weeks extra leave per annum.
Work life balance
At Genworth, we understand the importance of balancing both work and personal commitments. A key component of our diversity and wellbeing strategy is to expand flexible working to make our business more agile and enable our people to achieve a better work and life balance.
We understand that one size may not fit all when it comes to flexibility, therefore we have a range of flexible work options available to meet the needs of our people and our business. We provide our people with access to a variety of flexible work arrangements including:
- working from home
- job share
- part-time work
- compressed working week
- flexible working hours
- annual leave purchase program – purchase up to two weeks additional annual leave per year.
Rewards and recognition
At Genworth we recognise and reward the contributions of our people in a variety of ways. These include career milestones, individual and team awards, excellence in leadership and our annual employee awards that recognise those who have gone above and beyond whilst demonstrating our company values.
Health and wellbeing
Our health and wellbeing benefits are designed to help our employees achieve their health and wellbeing goals. Genworth provides a range of options to assist with this, including an annual cash rebate for health and wellbeing programs, access to a confidential Employee Assistance Program (EAP) for employees and their immediate family members and an influenza vaccination program.
Genworth is committed to supporting the career aspirations of our employees, and where relevant, we offer support to enable our people to obtain relevant tertiary qualifications.
Study assistance is designed to support our people in tertiary study which is directly related to their role and/or career development at Genworth.
Genworth may provide you with financial assistance as well as time off to study for and complete exams.
As a discretionary benefit for eligible permanent employees, Genworth provides a period of 12 weeks paid parental leave to primary carers and three weeks paid leave for secondary carers. This is paid in addition to any government parental leave benefit an employee may receive.
In instances where the secondary carer becomes the primary carer, Genworth provides up to 9 weeks paid leave.
Diversity and inclusion
Each year, Genworth’s Board commits to measurable diversity and inclusion objectives against which progress is reviewed at the end of the year. In 2019, we will continue to build on our diversity and inclusion efforts with a focus on the following objectives:
- Support equality of opportunity regardless of gender, age, ethnicity, sexual orientation, disability or carer status;
- Draw on the board range of experiences and different thinking styles of our people to enable idea generation, drive innovation and encourage creative solutions to business problems;
- Commit to working as one team in which everyone feels valued and is able to make their own unique contribution;
- Organisational accountability for ensuring our workplace is free from discrimination, harassment and bullying and commit to supporting an environment which fosters positive, respectful working relationships where people are able to achieve their best;
- Ensure we reflect the diversity of our customers and the communities we operate in to drive greater understanding and better solutions to meet their needs.
The targets we have established to support these objectives include:
- 40 per cent female representation on the Board;
- 40 per cent female representation on the Management Team;
- Minimum 40 per cent female representation in other management roles;
- Gender diverse candidate slates for all roles.
The following summarises the proportion of men and women on the Board, in senior executive positions and across the whole organisation as at 31 December 2019:
Diversity and Inclusion Council
Genworth’s Diversity and Inclusion Council provides continued focus on and promotion of a diverse and inclusive workplace. The Diversity and Inclusion Council has an oversight, advisory and advocacy role for achieving the company’s diversity and inclusion goals. It is chaired by a member of our Management Team and is comprised of employee volunteer members.
Workplace Gender Equality Agency (WGEA)
In June 2020, Genworth lodged their Workplace Gender Equality Agency (WGEA) compliance report for 2019 / 2020. Genworth is pleased to confirm that it meets all of the minimum standards for reporting organisations against each of the WGEA’s ‘gender equality indicators’.
A few highlights in relation to the 2019/2020 diversity and inclusion initiatives include:
- Genworth increased its secondary carer’s parental leave from 10 to 15 days paid leave. This provides further support for employees to balance their caring responsibilities, particularly around the time of the birth or adoption of a child into their family.
- Genworth sponsored two of Youth Off the Streets national scholarships for two female students. These young people, along with other recipients, have demonstrated their drive and commitment to education. The scholarship programs will assist them to pursue further education and training, and work towards a positive future.
- Genworth has continued to maintain strong female representation at both senior leadership and Board levels. In December 2019, the Board approved the 2020 Diversity and Inclusion strategy which included a new Board and Management Team gender representation target to achieve / maintain at least 40% female representation by the end of 2021. Their previous target was 30%.
- In 2019, Genworth participated in the Diversity Council of Australia’s second Inclusion@YourWork survey. The survey was an opportunity for Genworth to measure their people’s experience of workplace inclusion and compare their results to national benchmarks.
The results from the survey identified Genworth as an inclusive employer and some of Genworth’s key strengths are:
- My manager values a diverse and inclusive team – 86.3% (7.5% above the average)
- I have the flexibility I need to manage work and other commitments – 95% (11% above the average)
- In my team, employees are comfortable being themselves – 90% (7.5% above the average)
- In my team, people treat each other with respect – 92.5% (6.2% above the average)
- Genworth continues to have strong uptake of flexible working across the organisation with 90% of women and 70% of men indicating they work flexibly in their 2019 flexible work survey.
You can find the report attached if you would like to read the full WGEA compliance report.
In addition, in recognition of our Board diversity, Genworth’s Chairman Ian MacDonald is a member of the 30% Club, a global campaign designed to accelerate progress towards better gender balance at all levels of organisations. As a member of the 30% Club, Mr MacDonald has made a public commitment to gender diversity as a business imperative and to lend his support other Board Chairs to achieve the 30% female representation target.
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