Diversity and inclusion
UniSuper commits to building a culture that values and embraces diversity and inclusion.
This applies across all levels of our operations, dealing with our members, suppliers, and the external community.
We welcome and celebrate the unique contribution of our individual members to society.
We recognise that this diversity isn't always accommodated by our systems and services, and we strive to improve.
We help members achieve their goals with technology.
We're making it easier to interact with us, testing digital updates with real users and listening to feedback for a more inclusive digital experience.
We want women and all gender groups to be well represented at UniSuper.
That’s why we target a gender balance ratio of 40:40:20 (men, women and non-binary identifying) in leadership roles by 2025.
Australian women retire with less super than men on average.
We advocate for policy change and provide practical support to help women close the super gap without paying more.
We acknowledge that First Nations Peoples face unique challenges with super.
We aim to provide great retirement outcomes for all, including our Aboriginal and Torres Strait Islander members.
We support bright ideas and better futures through partnerships, grants and event sponsorships.
We collaborate with Australia's great thinkers, creators and investigators, to benefit our community.
A fair energy transition demands a just and orderly shift to a decarbonised economy, ensuring equitable burden-sharing.
This is important for nations with developing economies and some segments of society.
We're deeply committed to upholding human rights across our operations and supply chains.
Find out what UniSuper does to identify and address modern slavery risks across our corporate operations.
We are working towards our goal of 40% of leadership roles being filled by women.
Hear from Renae Anderson, one of our emerging leaders on what it takes to forge a successful career in financial advice.
Read the transcript
So my career journey. I started in a back-office role at a large accounting firm and one of my friends was a personal assistant to a partner at the firm and I asked her, "If I bring lunch for you one day a week, will you teach me how to use the systems?" which she was more than happy to do.
One of the partners heard what I was doing and offered me a six-month secondment while his personal assistant was on maternity leave. During that six months, I sat next to the financial planning team, got to know them, and they ended up offering me a paraplanning role. So I studied and worked and moved into an associate adviser role, then became a comprehensive adviser, and then moved into management over ten years ago. I now lead a national team of advisers at UniSuper and sit on the Financial Planning Education Council.
So what were some of the challenges? Well, years ago, as a young female adviser trying to give retirement advice, what could possibly be challenging about that? I would get a lot of questions at the start of client meetings, and this forced me to be thorough and I would write my strategy and recommendations like my client was another adviser. If you've done the work, you can be confident that you are the expert in the room.
But self-doubt can still creep in though, and, you know, years ago I was about to lead a project and had invited external people into a boardroom meeting. I was the only female in the meeting, and when everyone arrived they were shaking hands and I reached out to shake the hands of one of the gentlemen and he handed me his suitcase. Now, this certainly could have shaken my confidence but I'd had a great mentor who had told me: always remember, you are paid to think. So your job is actually to say what you think. My mentor also taught me the importance of self-reflection, what to focus on, and when to stick up for myself. So I said, "Oh, actually, I was going to shake your hand."
How did I overcome these challenges and who helped? Well, aside from my mentor, another way to overcome challenges is to have a sponsor. For example, years ago I was on maternity leave when a manager role was created. My sponsor suggested they wait until I return before formally recruiting for the role in case I wanted to apply. And I did. And I got the job. Having a strong personal brand is also really important. You know, decisions are usually made about you when you aren't in the room. So what opportunities are you creating to leave an impression and what impression are you leaving? I'd suggest being intentional around this.
What advice would I give women who want to pursue a career in my field? Well, financial planning is where you match your client's money to their goals. It's also where you help solve financial problems and overcome fears and stress often tied to money decisions. It's where you help build a plan for the future so your clients can make confident day to day decisions about money.
To be a great adviser, it takes an interest in investments, financial planning software, and calculations. But mostly it takes good listening and communication skills and a genuine care for people. And just like other careers in finance, financial planning can lead to many different types of jobs in the financial planning industry. So if you're looking for a career where you can help people, my advice is: look here. There are already over 100,000 doctors and there are only 16,000 advisers, and only around one in five are women. We need you.