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Our people

AMP is committed to establishing a culture of integrity, help and performance that enables us to meet evolving regulatory, customer and community expectations.

We take a variety of measures to manage the risk of inappropriate, unethical or unlawful behaviour by employees and our aligned advisers, and provide a safe environment that supports people to speak out about potential issues or conduct-related behaviours.

We know our customers want help that is expert, proactive, personalised and effortless. A suite of policies, charters and guidelines complement these principles and set out the behaviour expected of our employees and advisers, as representatives of AMP. 

Ways in which we manage our ethical and legal responsibilities include:

Everything we do, every decision we make, has an impact – not only on the long-term success of our business, but also on the lives of our customers. This is why AMP is committed to establishing a culture of integrity, help and performance that enables us to meet evolving regulatory, customer and community expectations.

We take a variety of measures to manage the risk of inappropriate, unethical or unlawful behaviour by employees and our aligned advisers, and provide a safe environment that supports people to speak out about potential issues or conduct-related behaviours.

We know our customers want help that is expert, proactive, personalised and effortless. A suite of policies, charters and guidelines complement these principles and set out the behaviour expected of our employees and advisers, asrepresentatives of AMP.

Ways in which we manage our ethical and legal responsibilities include:

  • Code of conduct. AMP’s code of conduct supports a strong risk-aware culture and outlines the minimum standards for behaviours, decision-making and our expectations for how we treat our employees, customers, business partners and shareholders.
  • Whistleblowing and fraud policies. AMP’s whistleblowing program exists to protect people who call out unacceptable behaviour. In 2017, AMP expanded this program to provide whistleblowers with a far stronger sense of safety and protection than ever before.
  • Supporting quality advice. To help our advisers meet the highest ethical and professional standards – as well as the Financial Adviser Standards and Ethics Authority’s (FASEA) educational requirements – we provide training, education and development opportunities as well as the tools, knowledge and support to drive good outcomes.

2018 goals

  • Support AMP-aligned advisers to meet the Financial Advisers Standards and Ethics Authority’s education requirements
  • Continue to provide tools, training and expert support to advisers
  • Continue to promote our whistleblowing policy to AMP employees and advisers

We believe an inclusive and diverse workplace delivers better results for our shareholders, customers, employees, business partners and communities.

Our customers are as unique as we are, and to truly understand and support them, we are leveraging the strengths and skills of each and every one of our people.

We value different ways of thinking, and everyone is encouraged to share their thoughts and experiences to deliver better business decisions and solutions. There are four pillars in our inclusion and diversity strategy:

  • Committed and inclusive leadership. We support our leaders to create an inclusive culture. In our 2017 people survey, our employees overwhelmingly said they feel supported to perform tothe best of their abilities, their leader genuinely cares about their wellbeingand AMP employees are treated fairly, regardless of gender, age, ethnicity, race, disability, religion, sexual orientation or other differences.
  • Merit-based policies and practices. We focus on equality when we recruit, develop, promote and pay our people,as well as when we recognise and reward their performance.
  • Decision-making and voice. We leverage the diverse thinking across our business to better understand our customers and meet their needs.
  • Measurement, accountability and rewards. We set challenging diversity targets and believe meeting these targets will deliver better results for our business. AMP also conducts an annual pay equity review to analyse and address potential areas of inequity.

Gender equality

In 2017, AMP was once again named an Employer of Choice for Gender Equality by the Federal Government’s Workplace Gender Equality Agency.

AMP has gender targets in place and we remain committed to achieving them. Our goal is to have women hold 47% of senior executive roles and 50% of middle manager roles by the end of 2020. These targets reflect our belief that an inclusive and diverse workplace delivers better results for our shareholders, customers, employees, business partners and communities.

Drawing on diverse experience

AMP aims to understand the make up of our people and leverage their unique insights and experience. Being aware of our employees’ cultural background not only provides different perspectives on our business but also enables us to better connect with our customers. For example, we draw on our people’s language capabilities in our customer contact centre and for AMP Capital client interactions.

AMProud

AMProud is a community group for lesbian, gay, bisexual, transgender, intersex and queer/questioning (LGBTIQ) employees and their allies and supporters. The group is open to all AMP employees, regardless of sexual orientation, and promotes a diverse and inclusive environment where employees can confidently present themselves, and feel free to talk about their family and lives.

AMProud played an important role in AMP’s 2017 decision to support marriage equality in Australia.

2018 goals

  • Work towards achieving gender parity in AMP’s middle and senior management by 2020
  • Increase our focus on flexible work for our employees

AMP actively supports the physical and psychological health of our employees through a range of health and wellbeing initiatives. Our vision is to help our people to be and perform at their best, and support our customers to achieve their goals.

Stability and the retention of intellectual capital is also critical to our business, which is why we dedicate resources to manage change and strive to create a safe and supportive work environment.

We support our people’s health, wellbeing and professional development in the following ways:

  • Healthy workplaces. In 2017, we continued the roll out of our activity-based working (ABW) model to our Brisbane office and throughout more of our Sydney headquarters. Our ABW design includes a variety of working spaces, standing desks and mobile technology to encourage flexible and healthier work practices.
  • Mental health initiatives. AMP understands the importance work plays in individual wellbeing, particularly mental health. We support our people to manage their mental health through resilience training, flexible work policies and access to a free, confidential counselling service for themselves and their immediate family.
  • Employee benefits. AMP provides employee offers for a range of financial, physical and mental health services, including: an AMP childcare centre in Sydney and generous parental leave, a comprehensive volunteering and matched giving program through the AMP Foundation, offers for financial products and services, 12% employer superannuation contributions, salary-sacrificed gym memberships, childcare fees, super contributions, parking, novated lease,s regular health and wellbeing programs and on-site gyms at some offices, third-party discounts through our online discount program, AMP Advantage, flexible working arrangements and the opportunity to purchase additional leave each year.
  • Perform@AMP. In 2016, we re-invented our approach to performance management and introduced Perform@AMP, which is underpinned by the philosophy of ‘always learning and improving – together’. The approach, designed to be more agile and collaborative, focuses on improving performance through frequent, quality conversations.
  • Graduate program. AMP provides supported entry into the financial services sector through our graduate program. This two-year targeted development program, which is committed to nurturing new talent, took in 34 Australian graduates in 2017.
  • Supporting new advisers. The initial professional development of new financial advisers is supported through the AMP Adviser Academy – a centre of excellence dedicated to financial adviser education. The AMP Adviser Academy, which celebrated its tenth anniversary in 2017, delivers high-quality advice training for those new to the profession, seeking a career change or looking to start their own practice.
  • Developing the future of advice. The AMP Adviser Academy’s Financial Planning Skills graduates, have the opportunity to secure roles within AMP Advice or aligned practices, where they receive on-the-job training and mentoring. All our recruited advisers undergo robust background checks in accordance with the Australian Bankers’ Association reference checking protocol.

2018 goals

  • Evolve the AMP Adviser Academy to offer more pathways and coaching
  • Continue to develop and embed Perform@AMP across the business