Commonwealth Bank of Australia : Bloomberg Gender-Equality Index 2023

Bloomberg Gender-Equality Index

Answers and supporting commentary

Bloomberg KPI	Definition	FY23	FY22	Supporting commentary
Percentage of women	Percentage of women on the board directors, of the total	50%	45%
on company board	board size that are responsible for the supervision of
	management, as of fiscal year-end.
	This includes full-time directors only. Deputy members of
	the board and alternate directors will not be counted.
	Additional directors will be counted. If the company has
	both a supervisory board and a management board, this
	will refer to the directors on the supervisory board.
	Company secretaries (or board observers or censors)
	will not be counted.
Chairperson is a	Indicates whether the board chair, or equivalent is a	No	Yes
woman	woman. For European companies with a supervisory
	board and a management board, this field looks at the
	chairperson on the supervisory board.
Gender balance in	Percentage of the various committees of the board of	Yes - 50%	Yes - 45%	For more information about our
board leadership	directors chaired/co-chaired by a woman.			goals and progress visit our website
				at commbank.com.au/diversity.
CEO is a woman	Indicates whether the chief executive officer (CEO), or	No	No
	equivalent, is a woman. For European companies with a
	supervisory board and a management board, this field
	refers to the CEO of the management board or
	equivalent.
CFO is a woman	Indicates whether the chief financial officer (CFO), or	No	No
	equivalent, is a woman.

Bloomberg Gender-Equality Index - Answers and supporting commentary

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Bloomberg KPI	Definition	FY23	FY22	Supporting commentary
Percentage of women	Percentage of women executives of the company, or	41.7%	41.7%	This data represents the percentage
executive officers	members of equivalent management/executive body, of			of women in Group Executives
	the number of executives as of fiscal year-end.			roles.
	Executives are as defined by the company or as
	individuals that form the company executive
	committee/board or management committee/board or
	equivalent.
Chief diversity officer	Chief diversity officer (CDO), or officer reporting to the	Yes	Yes	CBA's equivalent role is the Head of
(CDO)	executive team (within two levels of executive			Diversity, Equity and Inclusion
	management), dedicated primarily to diversity and
	inclusion (D&I) strategy at the company as of fiscal year-
	end. Can refer to a chief human resources officer
	(CHRO) ONLY in the case that they have a primary
	business function of developing and maintaining the
	company's D&I strategies.
Percentage of women	Percentage of women in management who have senior-	45.1%	45.5%	This data represents the percentage
in total management	level, middle- or lower-level supervisory responsibilities			of women in Manager and above
	of total management.			roles.
Percentage of women	Percentage of women in management who have senior-	41.0%	38.4%	This data represents the percentage
in senior management	level supervisory responsibilities and are positioned in			of women in Executive General
	the management hierarchy within two levels of executive			Manager roles.
	management of total management.
Percentage of women	Percentage of women in management who have middle-	45.2%	45.8%	This data represents the percentage
in middle management	or lower-level supervisory responsibilities and are			of women in Manager roles.
	positioned in the management hierarchy three or more

levels from executive management of total middle management.

Bloomberg Gender-Equality Index - Answers and supporting commentary

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Bloomberg KPI	Definition	FY23	FY22	Supporting commentary
Percentage of women	Percentage of women employees in non-managerial	66.9%	67.5%	This data represents the percentage
in non-managerial	roles, of total non-managerial positions at fiscal year-			of women in Team Member and
positions	end. Refers to women who work directly on a team as			Team Leader roles.
	an individual contributor and have no responsibility as a
	manager to others.
Percentage of women	Percentage of women in the total workforce, of the total	54.4%	55.2%
in total workforce	number of company employees.
Percentage of women	Percentage of women promoted of total promotions	51%	53.6%
total promotions	during fiscal year-end. Refers to women that were
	promoted or underwent career advancement out of total
	employees promoted.
Percentage of Women	Percentage of women working in functional roles with	30.1%	26.3%
IT / Engineering	IT (Information Technology) and/or Engineering
	(Research & Development; Programming/Coding)
	responsibilities at the company, of the total employees
	working in these roles.
Percentage of new	Percentage of women new hires, of the total number of	45.9%	46.1%
hires are women	new hires.
Percentage of women	Percentage of women employees that left the company,	51.8%	49.8%
attrition	of the total employees that left the company.
Time-bound action	Indicates whether the company shares a publicly	47-50%	47-50%	For more information about our
plan with targets to	quantitative, time-bound action plan with targets to	women in	women in	goals and progress visit our website
increase the	increase the representation of women in leadership	Executive	Executive	at commbank.com.au/diversity.
representation of	positions. Employees in leadership positions (which may	Manager and	Manager and
women in leadership	include management with senior level responsibilities) or	above roles by	above roles by
positions	employees with supervisory responsibilities for one or	2025	2025
	more direct reports.

Bloomberg Gender-Equality Index - Answers and supporting commentary

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Bloomberg KPI

Definition

FY23

FY22

Supporting commentary

Time-bound action plan with targets to increase the representation of women in the company

Indicates whether the company shares a publicly quantitative, time-bound action plan with targets to increase the representation of women positions in the company

Maintain no	Maintain no	For more information about our
less than 50%	less than 50%	goals and progress visit our website
women	women	at commbank.com.au/diversity.
representation	representation
in workforce	in workforce
overall	overall

Adjusted mean gender	Gender pay gap with reasonable adjustments made to	.99	.99	The calculation is based on figures
pay gap	consider role, location and tenure			as reported in the Sustainability
				metrics - gender pay equity -
				(female to male base salary) section
				of the Annual Report.
				Figures <1 indicates a gap
				favourable to men. Figures >1
				indicates a gap favourable to
				women.
Global mean (average)	Raw gender pay gap measures the difference in total	23.6%	23.1%	This data represents the Workplace
raw gender pay gap	compensation between women and men, without			Gender Equality Agency (WGEA)
	adjusting for factors such as job function, level,			organisation-wide gender pay gap
	education, performance, location, etc			(percentage difference of average
				male earnings) and is reported in

our Sustainability Performance Metrics and Disclosures.

Bloomberg Gender-Equality Index - Answers and supporting commentary

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Bloomberg KPI

Definition

FY23

FY22

Supporting commentary

Time-bound action plan to close its gender pay gap

Indicates whether the company shares a publicly	No	No	Our Diversity, Equity and Inclusion
quantitative, time-bound action plan to close its gender			strategy is focused on addressing
pay gap.			the underlying drivers of the gender
			pay gap through actions to create a
			safe, respectful and inclusive
			workplace environment. This
			includes, but is not limited to, setting
			time-bound targets to increase the
			representation of women in
			leadership roles, expanding our
			support for carers and paid parental
			leave offerings, and preventing and
			addressing disrespectful behaviours
			such as harmful gender norms and
			stereotypes.

Executive	Indicates whether a company's executive compensation, Yes	Yes	CEO short-term variable
compensation linked	either short term or long term, is linked to gender		remuneration (STVR) is linked to
to gender diversity or	diversity. This can include representation of women, the		gender diversity:
diversity, equity and	gender pay gap, etc.		See page 94 of the 2023 Annual
inclusion (DEI)
		Report - Non-financial measures
			including diversity.
			See page 99 of the 2023 Annual
			Report - CEO STVR scorecard -
			'People & Leadership' category in
			scorecard includes women in
			leadership targets.

Bloomberg Gender-Equality Index - Answers and supporting commentary

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Bloomberg KPI

Definition

FY23

FY22

Supporting commentary

Number of weeks of fully paid primary parental leave offered

Indicates the number of weeks of fully paid primary	13 weeks	13 weeks	CBA will no longer have primary
parental leave (or maternity leave) for employees			and secondary labels for leave
globally (provided by the firm and/or government).			commencing on or after
Primary caregiver is the person with primary			1 December 2023.
responsibility for childcare or is the designated primary			From 1 December 2023, we will
custodial parent.
		offer full-time and part-time CBA
If the company offers maternity parental leave policies,			Employees 18 weeks paid parental
we accept responses to primary parental leave policy			leave from day 1 of employment.
questions according to the company's maternity			We will also offer flexibility in how
leave policy.			and when parental leave can be
			taken within the two years of the
			child's birth/placement.

Number of weeks of	Indicates the number of weeks of fully paid secondary	4 weeks	4 weeks	CBA will no longer have primary
fully paid secondary	parental leave (or paternity leave) for employees globally			and secondary labels for leave
parental leave offered	(provided by firm and/or government). Secondary			commencing on or after
	caregiver is the second parent who has a lesser			1 December 2023.
	responsibility for childcare duties.			From 1 December 2023, we will
	If the company offers paternity parental leave policies,			offer full-time and part-time CBA
	we accept responses to secondary parental leave policy			Employees 18 weeks paid parental
	questions according to the company's paternity leave			leave from day 1 of employment.
	policy.			We will also offer flexibility in how
				and when parental leave can be
				taken within the two years of the
				child's birth/placement.
Parental leave	Percentage of women employees that remained	87.5%	89.4%
retention rate	employed by the company 12 months after their return
	from parental leave out of all women employees that
	used parental leave during previous fiscal year.

Bloomberg Gender-Equality Index - Answers and supporting commentary

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Bloomberg KPI

Definition

FY23

FY22

Supporting commentary

Back-up family care services or subsidies through the company

Indicates whether the company offers back-up family	Yes	Yes	All employees have access to
care to assist when there is a gap in regular care			WorkLife Links, an external,
arrangements, or a subsidy to assist with the cost of			confidential information and
care of a family member, to employees. Flexible			resource service that helps
spending accounts (FSAs), to which the company does			individuals find out about any type
not contribute, do not qualify as a family care subsidy.			of dependent care, health and
Can include support offered through government			lifestyle services.
services.			Employees in Sydney have access
			to discounted childcare centres.

Flexible working policy	The company offers an option to control the start or end	Yes	Yes	For more information about flexible
	times of the workday or workweek (e.g. flextime) or			working and other benefits
	offers an option to control the location where employees			visit our website at
	work (e.g. telecommuting, work from home). This should			commbank.com.au/careers
	exclude any COVID-19 related policies. Telecommuting
	is the option of employees to control the location of their
	work; commonly referred to as work from home.
Employee resource	Indicates whether the company has any employee	Yes	Yes	Our employee-led networks play a
groups for women	resource groups or "Communities" focused on recruiting,			key role in shaping our culture so
	retaining and developing women.			that everyone feels safe, respected
				and included at work. WeCan is our
				employee-led network that
				advocates for gender equality.

Bloomberg Gender-Equality Index - Answers and supporting commentary

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Bloomberg KPI	Definition	FY23	FY22	Supporting commentary
Unconscious bias	Indicates whether the company offered all employees	Yes	Yes	Respect Lives Here is our key
training	unconscious bias training to raise self-awareness of			prevention initiative designed to
	implicit bias and provide tools or strategies to reduce			help us build a shared
	discriminatory behaviours.			understanding of respectful and
	Unconscious bias refers to a preference for or against a			disrespectful behaviours at work,
			the impacts they have, and the
	person, perspective, or group that one is not aware of
			practical actions our people can
	but, nevertheless, is communicated through statements
			take to be effective bystanders
	or actions. Unconscious bias training aims to remove
			when they see or hear something
	barriers to inclusion, engagement and performance by
			that does not feel right.
	understanding our individual biases and providing
			Through education and leader-led
	knowledge to mitigate this inequity.
			discussions, Respect Lives Here
				addresses the attitudes, behaviours
				and standards that enable our
				people to foster a positive team
				culture and prevent harmful
				behaviours, such as sexual
				harassment or marginalisation at
				work.
				Inclusion Conversations are
				designed for people leaders and
				focus on how to create equitable
				access to opportunity and
				development, remove barriers to
				inclusion and build diverse teams.
Annual anti-sexual	Indicates whether a company requires all employees to	Yes	Yes	Sexual harassment training forms
harassment training	complete anti-sexual harassment training at least once a			part of our Group Mandatory
	year. Anti-sexual harassment training explains the			Learning on Workplace Conduct.
	company's anti-sexual harassment policies, provides
	specific examples of inappropriate conduct and
	describes the processes and procedures for bringing a
	complaint.

Bloomberg Gender-Equality Index - Answers and supporting commentary

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