We think a culture that is open, encouraging and inclusive is important.

We work hard to ensure our employees remain happy in their jobs and motivated to perform to the best of their abilities. We're also focused on the importance of having a good work-life balance.

In the past year we reviewed and updated our employee values. We wanted to include all of our employees in this conversation, because they're the ones that need to own our values. We held a number of workshops to gain information on what our employees' value about our business and how we can make VicSuper an even better place to work. We used these insights to develop and launch our new employee values – Passion, Integrity, Innovation, Responsibility and Community.


Employee engagement

Keeping in touch with our employees and understanding what they think is important. It helps us to proactively manage any issues. It also helps us to develop new and innovative programs to help them develop and grow.

Each year we seek feedback from our employees through our VicSuper Voice survey. The latest survey returned a significant improvement in our employee engagement score. This reflects all the hard work we’ve undertaken to connect with our employees over the past year.

Our People Committee works with our executive team to improve employee engagement. In 2014/15 the People Committee implemented a number of key initiatives to enhance culture and engagement including a new reward and recognition program for employees and new processes for cross-team development opportunities.


Diversity and equal opportunity

We’ve always maintained a diverse and talented workforce. We have a number of best practice policies and programs in place to help manage workforce diversity, encourage equal opportunity and support employees. These include our Equal Opportunity Policy, Grievance and Appeals Policy, Employee Assistance Program, Flexible Work Policy, and Work from Home Policy.


Leadership development

Fostering the leaders of tomorrow is a key area of focus for us. During the year we expanded our ‘Leader as Coach’ development program to around 30 of our team leaders and senior staff. Almost half of our business has now accessed this program, which aims to build leadership skills and a high performance culture right across our business.

Over the next year we’ll be focusing on implementing our new Learning Policy. We’re also in the process of building a formal capability framework, which focuses on our employees’ individual needs and development requirements. Coaching, mentoring and career planning initiatives will also help us to develop the leaders of tomorrow.


We think a culture that is open, encouraging and inclusive is important.

We work hard to ensure our employees remain happy in their jobs and motivated to perform to the best of their abilities. We're also focused on the importance of having a good work-life balance.

In the past year we reviewed and updated our employee values. We wanted to include all of our employees in this conversation, because they're the ones that need to own our values. We held a number of workshops to gain information on what our employees' value about our business and how we can make VicSuper an even better place to work. We used these insights to develop and launch our new employee values – Passion, Integrity, Innovation, Responsibility and Community.


Employee engagement

Keeping in touch with our employees and understanding what they think is important. It helps us to proactively manage any issues. It also helps us to develop new and innovative programs to help them develop and grow.

Each year we seek feedback from our employees through our VicSuper Voice survey. The latest survey returned a significant improvement in our employee engagement score. This reflects all the hard work we’ve undertaken to connect with our employees over the past year.

Our People Committee works with our executive team to improve employee engagement. In 2014/15 the People Committee implemented a number of key initiatives to enhance culture and engagement including a new reward and recognition program for employees and new processes for cross-team development opportunities.


Diversity and equal opportunity

We’ve always maintained a diverse and talented workforce. We have a number of best practice policies and programs in place to help manage workforce diversity, encourage equal opportunity and support employees. These include our Equal Opportunity Policy, Grievance and Appeals Policy, Employee Assistance Program, Flexible Work Policy, and Work from Home Policy.


Leadership development

Fostering the leaders of tomorrow is a key area of focus for us. During the year we expanded our ‘Leader as Coach’ development program to around 30 of our team leaders and senior staff. Almost half of our business has now accessed this program, which aims to build leadership skills and a high performance culture right across our business.

Over the next year we’ll be focusing on implementing our new Learning Policy. We’re also in the process of building a formal capability framework, which focuses on our employees’ individual needs and development requirements. Coaching, mentoring and career planning initiatives will also help us to develop the leaders of tomorrow.


83%

of our employees are proud to work at VicSuper.

83%

of our employees are proud to work at VicSuper.

82%

of our employees would recommend VicSuper to their family and friends as a great place to work 

82%

of our employees would recommend VicSuper to their family and friends as a great place to work