The FSU is leading the way in ensuring that artificial intelligence (AI) is adopted ethically in the finance sector. AI is becoming more integrated into our industry, and it’s vital that workers share in the benefits while we address the potential risks.
Every town once had two things: a pub and a bank.
But banks have gutted regional Australia, closing 1,400+ branches and cutting thousands of jobs — all while raking in billions in profit.
The FSU welcomes the Senate inquiry report on regional bank closures and applauds the committee for listening to communities.
The Government must act. Minister Stephen Jones must implement the recommendations with real oversight.
The finance sector has a gender equity problem. Despite decades of awareness and progress in some areas, women continue to face structural and cultural barriers at every stage of their careers.
From pay inequity and underrepresentation in leadership, to under-reported sexual harassment and the lack of support for carers - too many women are being held back.
The FSU is fighting to change that. Through our gender equity campaign, we're working to expose the barriers, hold employers to account, and drive real change across our sector.
The finance and insurance industry has one of the biggest gender pay gaps in Australia.
The average base pay gap is 19.2%, and the total gap blows out to 22.2% — well above the national average of 16.7%. Yet many employers boast titles like ‘employer of choice for gender equality’ and CEOs parade as ‘male champions of change’.
If the industry is so committed to equality, why is the gap still so wide?
Since 2021, the FSU has led the fight to break the stigma around menopause and menstruation at work.
We’re pushing for paid leave so no one has to choose between their health and their job. An FSU survey found 35% of finance workers would consider retiring early rather than disclose their menopausal status, and 52% hold back from promotion due to symptoms.
These insights shaped our Menopause and Menstrual Leave Framework — giving workplaces real tools for change.
AMP’s contract debacle shows one thing: they’ll do anything to weaken our rights.
That’s why AMP workers need the protection of a collective enterprise agreement — to stop management pulling stunts like this again.
But AMP has spent two years refusing to negotiate, treating us as if we only deserve minimum Award standards. It’s time to demand the security and respect most other banks already provide.
Are you in?
If AMP isn’t going to come to the table to negotiate our conditions with us, then we’ll need to force them. And we will do that by securing a majority support determination (MSD). That sounds complicated, but all it means is that a majority of people working at AMP (or in a particular business area of AMP) vote to say they want to bargain – then AMP is legally obligated to negotiate. Of course, there are some legal hoops we need to jump through, but right now the most important thing you can do is click here to join us. Now is the time to get as many of our colleagues involved and engaged in our campaign as possible. |