Our approach to 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.
Our ambition is to create Australia’s healthiest workplace by 2030. We know that when our people are healthy, supported and able to thrive, they are better equipped to deliver for our customers, patients and communities. That's why we're creating a workplace where people can do their best work in a way that is sustainable, meaningful and supports their wellbeing.
Our approach is informed by data, evidence and employee experience. We support our people through safe and inclusive workplace practices, keep customers and patients at the heart of our decisions, and create an environment where autonomy, accountability and agency help people do their best work.
Through work. reinvented, we're rethinking how work happens, removing friction, challenging traditional ways of working and creating more opportunities for health, joy and creativity at work. By empowering individuals and teams to take ownership and experiment with new ways of working, we're helping create the conditions for our people, customers and communities to thrive. For details about our progress against our sustainability commitments under our employee health focus area, and a glossary of key terms used here, refer to our ESG databooks.
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
Meet our 2030 ambition to be the healthiest workplace through our work. Reinvented program
Encourage our people to be customer obsessed by considering customers in all that we do
We create opportunities for our people to connect with customer and patient experiences through immersion sessions, direct feedback and ongoing access to customer insights. These experiences help build understanding, strengthen empathy and bring the voices of customers and patients closer to everyday work.
We believe meaningful work is an important part of a healthy workplace. By helping our people understand the impact they have on customers and patients, we're strengthening the connection between purpose, wellbeing and performance.
This helps create a culture where customer and patient insights shape decisions, inform priorities and support better health and wellbeing outcomes for the communities around us.
Support the health and wellbeing of our people, with diversity and inclusion at its core
Creating Australia’s healthiest workplace by 2030 is a bold ambition. So that we can achieve this, we’re constantly exploring new ways to better understand the health and wellbeing needs of our people to support them on their individual journeys, whilst prioritising diversity and inclusion. We recognise that diversity in all its forms brings strength to our organisation. It enriches our culture, drives innovation, and helps us better serve our customers, shareholders, and communities.
Health and wellbeing at Medibank
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.
All our people complete mandatory health, safety and wellbeing training to help them understand the systems and practices that support a safe workplace. New employees complete this training within their first month, with annual refresher training completed by existing employees.
We also provide a range of support services to help people manage illness or injury and support a safe and sustainable return to work. This includes an early intervention program, workplace adjustments, tailored support for neurodivergent employees and access to workers compensation and salary continuance options.
We recognise that family and domestic violence remains a significant issue within our community. 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 practical resources.
Keeping our customers at the heart of what we do
Mental health at Medibank
Diversity and inclusion at Medibank
We believe creating a healthy workplace means creating an environment where people feel valued, respected and able to be themselves at work.
Our approach to diversity and inclusion is guided by the experiences of our people, customers and communities. Through employee networks, lived experience representation and ongoing feedback, we continue to strengthen a culture of belonging where different perspectives, experiences and backgrounds are recognised as a source of strength.
We're committed to creating equitable opportunities for everyone. We use data and employee insights to understand where barriers may exist and to inform actions that support greater inclusion across the employee lifecycle, from recruitment and onboarding through to development and career progression.
We know that feeling included and connected is an important part of wellbeing. That's why we regularly listen to our people through employee feedback channels, including our MyVoice survey, employee networks and Feel Good Champions. These insights help us better understand employee experiences and identify opportunities to improve.
Flexible work also plays an important role in supporting inclusion. By creating greater choice in how work gets done, we're helping our people balance work and life commitments while remaining connected to their teams, their work and each other.
A sense of belonging is an important part of a healthy workplace.
Our Belong Networks create opportunities for employees to connect through shared lived experiences, build community and contribute to a more inclusive workplace. The networks focus on gender equity, cultural diversity, Aboriginal and Torres Strait Islander employees, neurodiversity, disability, carers and LGBTQIA+ Pride.
The networks are represented on our Diversity & Inclusion Council alongside senior leaders from across the organisation, helping ensure lived experiences and employee perspectives inform priorities, decision-making and the employee experience.
Through ongoing feedback, advocacy and collaboration, our networks provide valuable insights into the experiences of our people and help identify opportunities to strengthen inclusion, wellbeing and belonging across Medibank.
By listening to diverse perspectives and creating opportunities for connection, we're helping build a workplace where people feel valued, supported and able to thrive.
Reconciliation
We strive to listen and learn from Aboriginal and Torres Strait Islander employees, community partners, customers and health professionals to continue to play our role in advancing reconciliation in Australia.
Culture and community
We’re committed to building a workplace that reflects the rich cultural diversity of the communities we serve. We value different backgrounds, perspectives, and experiences, and are actively creating spaces where all cultures are respected and valued. This diversity strengthens our teams, deepens our understanding of our customers, and helps us deliver more inclusive health outcomes.
We continue to be guided by our Accessibility and Inclusion Plan (AIP). Our 2025-2028 Accessibility and Inclusion Plan builds on the progress we’ve made and sets out the next phase of our commitment to creating a more accessible and inclusive Medibank for our people, customers and communities. Guided by lived experience, data and ongoing consultation, the plan focuses on removing barriers, strengthening disability confidence and embedding accessibility into the way we design, work and deliver health and wellbeing experiences. Through this next phase, we will continue to listen, learn and take practical action to ensure people with disability, carers and neurodivergent people feel included, supported and able to thrive.
We are proud of our achievements in accessibility and inclusion. We have mandatory disability awareness training for new starters, and ongoing content for existing employees as part of our Inclusion at Medibank learning journey. We also have an Inclusive Leadership Toolkit supporting our employees and People Leaders.
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 factors contributing to our gender pay gap and the actions we are taking to address them.
We have also committed to three gender equality targets under the Workplace Gender Equality Agency (WGEA) requirements for the next three years, focused on gender representation on our Board, representation of women in the upper pay quartile and strengthening our approach to preventing sexual harassment.
We are a proud member of the Champions of Change Coalition and our Gender Equity Network continues to provide an important employee voice, helping us identify and address gender-related challenges across our business.
We continue to support gender equity through inclusive recruitment practices, flexible working arrangements and gender-neutral parental leave. 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, reflecting our commitment to best-practice approaches to parental leave, flexible work, family care and family wellbeing.
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:
• Recognition as a Gold Tier Employer at Australian Workplace Equality Index (AWEI) in 2025 and 2026
• Membership with Pride in Diversity and Pride in Health.
• Sponsoring Transgender Victoria Revel Gala
• Working to further improve the customer experience for LGBTQIA+ and gender diverse customers.
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.
Beyond parental leave, we support parents and carers through family-friendly workplace practices, flexible work, parent room facilities, wellbeing resources and opportunities to connect. In 2026, we piloted Parent Connect, a new event for our parent community that created space for parents and carers to share experiences, access support and build connection. This initiative supported our people through different stages of family life and help them balance work, parenting and caring responsibilities in a way that supports their wellbeing.
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.
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).
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 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 areas where women are underrepresented.
Medibank's gender pay gap by employee group is calculated based on total earnings as per the WGEA methodology. The gender pay gap, as defined by WGEA, is the difference between the average earnings for men and women, expressed as a percentage of men's average earnings within each band of Medibank's job banding framework. A positive number reflects a gap in favour of males.
Our gender pay gap analysis is based on total earnings for permanent, fixed-term and casual employees for the period between 1 April and 31 March for each year (WGEA reporting period) excluding the CEO, non-executive directors and employees who have not responded with a defined gender.
Read our WGEA employer statements here.
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.
Retains Gold Status at AWEI Awards
Promote autonomy, accountability and agency of our people to enable them to help deliver our vision
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.
