EMPLOYEE HEALTH

We are aspiring to create Australia’s healthiest workplace by putting wellbeing, inclusion, and purpose at the centre of how we work. We support our people with tailored health initiatives, listen to their feedback to strengthen our culture, and empower them to think about work differently through our  work. Reinvented program. We advance diversity and inclusion, review gender pay equity annually, and keep our customers and patients at the heart of all that we do.  For details about our progress against our sustainability commitments in the employee health space, refer to our Sustainability summary 2025 and our ESG databook 2025.   

Our work in employee health is guided by our material topic and commitments:  

Meet our 2030 vision of the healthiest workplace through our work. Reinvented program

• Encourage our people to be customer obsessed by considering customers and patients in all that we do  
• Support the health and wellbeing of our people, with diversity and inclusion at its core 
• Promote autonomy, accountability and agency of our people to enable them to help deliver our vision 

We actively provide opportunities for our people to connect to customer experiences. In FY25 more than 750 of our people took part in different activities to build better understanding, more empathy and meaningful connection with our customers and their experience with our services.  These go beyond research and analysis for products or services and are specifically intended to strengthen our customer-obsessed culture.  

Keeping our customers at the heart of what we do is not just something we talk about, but something we do at all levels of Medibank. From the Board room to the customer support teams, our commitment to understanding and improving the customer experience is embedded in our operations and culture. 

Healthy movement, psychosocial risk management, mental health support, and prevention of occupational violence and aggression, continue to be important focus areas of our Health, Safety and Wellbeing strategy.  

Our people undertake mandatory training to understand the systems and practices in place to manage health, safety and wellbeing at Medibank. This training is completed by all new employees within a month of joining Medibank, and existing employees undertake a refresher module every year.  The completion of annual compliance training is linked to employment and remuneration outcomes. 

We have a range of support in place to help our people minimise the impact of any illness and injury that may occur and support a safe and sustainable return to work. Our early intervention program helps people to safely return to work in accordance with their doctor's advice, or to recover while remaining at work, and is offered to all employees with an illness or injury – including those that are non-work related. Employees can also access workers compensation and salary continuance options. In consultation with our Neurodiversity Network we’ve expanded our support available to neurodivergent employees and people leaders, including further improving our workplace adjustments process, expanding inclusive leadership resources and access to tailored coaching. 

Family and domestic violence also remains a significant issue for our community and we are committed to helping our people feel supported and safe. We continue to offer unlimited paid leave to full-time and part-time employees who are experiencing family and domestic violence and provide guidance, support and access to necessary resources. Domestic and family violence training is mandatory for our Medibank Private Health Insurance and ahm frontline teams, providing support to customers experiencing domestic and family violence and our people taking these calls. 

Diversity and inclusion at Medibank 

Our Diversity and Inclusion (D&I) strategy is led by a dedicated team and supported by a whole-of-organisation approach, guided by our D&I Policy. Importantly, the voices of our people and customers are central to how we shape our priorities. We aim to foster an inclusive environment where everyone is treated with fairness, dignity and respect, and empowered to bring their whole self to work. 

We also recognise that systemic barriers can sometimes prevent talented individuals from accessing equal opportunities, so we use data to measure our progress in building a more diverse and inclusive workplace. We’ve strengthened our inclusive recruitment practices by embedding identification options - such as identifying as an Aboriginal and/or Torres Strait Islander candidate or candidate with a disability - and workplace adjustment requirements into our application process. We also provide a dedicated contact for diversity and inclusion queries to support candidates throughout their journey. To learn more about our recruitment or apply for a role now, visit Medibank Careers. 

We’re committed to creating a workplace where our people feel a strong sense of belonging and have a positive experience. We measure our people’s experiences through a variety of channels, including our MyVoice engagement survey. We also stay connected through our employee-led networks and our community of Feel Good Champions, who help foster a culture of wellbeing and inclusion across Medibank. 

From listening to our people, we know that flexible work is important.  Our goal is to create a work environment that supports balance, connection and choice so our people can thrive both professionally and personally. 

Our employee networks 

In 2024, we refreshed our employee network groups to ensure they reflect lived experience and current needs. We have 7 active networks centred around: 

• Gender equity 
• Cultural diversity 
• Aboriginal and Torres Strait Islander employees 
• Neurodiversity 
• Disability 
• Carers 
• LGBTQIA+ Pride 

Each network has a member on our D&I Council, alongside senior leader co-chairs and team leads. Together, with input from the D&I team, they help set organisational priorities and provide valuable insights that ensure our initiatives are responsive and inclusive. These networks play a vital role in providing insights and feedback, enabling our D&I initiatives to be responsive to the needs and experiences of our diverse workforce and customers.  

We know that diverse teams bring broader perspectives, spark new ideas, and help solve complex challenges. That’s why inclusion isn’t just a value - it’s embedded in how we work. 

Reconciliation  

We strive to listen and learn from Aboriginal and Torres Strait Islander employees, partners, customers and health professionals to continue to play our role in advancing reconciliation in Australia. Our current RAP concluded in December 2024 and we are planning for the next stage of our reconciliation commitments for release in FY26.  

Culture and community 

We’re committed to building a workplace that reflects the rich cultural diversity of the communities we serve. We celebrate different backgrounds, perspectives, and experiences, and actively create spaces where all cultures are respected, represented, and valued. This diversity strengthens our teams, deepens our understanding of our customers, and helps us deliver more inclusive health outcomes. 

Accessibility 

We continue to be guided by our Accessibility and Inclusion Plan (AIP). Our current AIP concluded in December 2024 and we are planning for the next phase of our accessibility commitments for release in FY26. Read our AIP 2022 - 2024 final report.  

We are proud of our achievements in accessibility and inclusion, including recognition by the Australian Disability Network.  We have mandatory disability awareness training for new starters, and annual refreshers for existing employees within a dedicated Inclusive Leadership Toolkit. 

Gender

We are dedicated to fostering gender equity across our business. We recognise that achieving equity requires continuous effort and transparency. To this end, we release our Gender Pay Gap Employer Statement annually, providing insights into the underlying factors contributing to our gender pay gap and outlining the actions we are taking to address them. Our commitment extends beyond reporting. We also strive for balanced gender representation across all levels of leadership and are implementing inclusive recruitment practices to support this goal. See ‘Review and report our gender-related pay practices annually’ for more detail on our approach to gender pay gap and gender pay equity. 

We are a proud supporting partner of Family Friendly Workplaces, UNICEF Australia and Parents at Work’s national family and work standards and certification framework. We are certified as a Family Friendly Workplace to facilitate best-in-class workplace approaches to parental leave, flexible hours, family care and family wellbeing and leadership. We provide breastfeeding and parent room facilities to our employees as part of this certification. 

LGBTQIA+

We are committed to cultivating a safe and inclusive workplace for LGBTQIA+ employees to ensure that people feel safe regardless of their sexual orientation or gender identity. We actively support the LGBTQIA+ community both inside and outside of Medibank. Some of the ways we do this include:  

• Recognised as Gold Tier Employer at LGBTQ+ awards 
• We benchmark our practices through ACON’s Pride in Health + Wellbeing Equality Index. 
• Membership with Pride in Diversity and Pride in Health. 
• Supporting the Bobby Goldsmith Foundation and Minus18. 
• We are working to further improve the customer experience for LGBTQIA+ and gender diverse customers

Parental leave

We work to foster greater gender balance in our workplace through initiatives like our gender-neutral parental leave program. This program offers all eligible prospective parents 14 weeks of paid leave within the first 24 months of their child’s birth. Our parental leave is available to permanent employees from the time they start working with us. 

All ages 

We value the unique perspectives and experiences that come with every stage of life. We’re committed to creating a workplace that supports people of all ages - from early career starters to those with decades of experience. Our flexible work options, health and wellbeing focus, and career development support are designed to meet individuals where they are, helping them grow, balance life’s demands, and thrive at every age. 

Support for carers

We offer a targeted support package for our employees who are carers as part of our support for flexible work. Co-designed with employees in FY21, it has grown to offer more support initiatives in recognition of the different types of caring and care support required.  We provide: 

• a Carers information hub - an internal portal with information and resources for carers and their people leaders 
• Caregiver support program – a one-on-one consultation with one of our CareComplete clinicians offered to all our people caring for ageing parents or a loved one with disability or chronic illness (including recommendations to localised services to support their needs). 

Gender pay practices

At Medibank, gender equity is central to our vision of creating a healthier, more inclusive workplace and society. We understand that addressing the gender pay gap is vital to improving financial security and wellbeing for all Australians, and that drivers of gender pay gaps are complex and require collaborative action. We continue to engage with our Gender Equality Network and industry partners s to drive systemic change and promote gender equality within our organisation and the broader community, including as an active member of the Champions of Change Coalition. We also participate in annual reporting through the Workplace Gender Equality Agency (WGEA), embracing greater transparency and continuous improvement of our reporting practices to better track progress and inform action.  

We have embedded gender equity into our culture, policies and leadership, maintaining strong female representation across senior roles and supporting employees at all life stages with flexible work, gender-neutral parental leave and dedicated support for carers. We continue to work to ensure gender is not a barrier to career opportunities and advancement and support representation of all gender identities throughout our recruitment processes.  

While structural challenges remain, we are committed to sustained action and accountability to create a more equitable future for our people, customers and communities. We continue to apply a gender lens when reviewing salaries and promotions, and we’re actively trialing initiatives to address gender imbalance in key areas of the organisation. This includes tracking candidate shortlists against our 40:40:20 gender representation model (40% women, 40% men, 20% any gender), proactively introducing female talent to senior leaders, and converting female contractors into permanent roles in male dominated areas of the business. 

Since 2018, we’ve undertaken and disclosed an analysis of gender pay equity relative to market rates of pay. In 2022, we broadened the scope of this analysis to include employees covered by enterprise agreements and began reporting on our gender pay gap by employee band, which is in line with WGEA methodology.  

Freedom of association / collective bargaining approach to Enterprise Agreements

We recognise rights to collective bargaining and freedom of association as part of the Fair Work Act 2009 (Cth). Some of our people are members of unions, including the Australian Nursing and Midwifery Federation, the Community and Public Sector Union, the United Services Union and the Health Services Union. 

As we work to create the best health and wellbeing for Australia, we’re transforming how we work and how we learn. We continue to experiment with new ways of working that supports autonomous teams and brings greater joy, health and creativity to deliver better outcomes for our customers.   

We’ve refreshed our approach to learning to focus on growth and learning whilst working. We’re also committed to learning that builds a more inclusive and equitable future. As part of our broader Inclusion Learning Strategy, new starters and all employees complete required diversity and inclusion learning annually.  

Beyond digital learning, we create opportunities for deeper engagement through events like the Healthy Futures Forum, a sustainability awareness and education series, where our people come together for meaningful conversations and shared learning experiences.