Commitment to our people
Our people are the key to our success. Engaged and energised employees, aligned with our values, deliver superior customer experiences and drive exceptional results.
Our Code of Conduct
Our Employee Code of Conduct is a key element of the Company’s corporate governance framework. It defines our workplace principles and sets expectations around how we should act in our dealings with customers, clients, shareholders, colleagues and other stakeholders. At the heart of these relationships is mutual respect. Compliance with the Code of Conduct is mandatory.
View our Employee Code of Conduct
Creating opportunities for employees
We foster a positive workplace that supports employees’ safety, wellbeing and development.
Our in-house Learning and Development team supports a global workforce, driving performance and career growth through a flexible mix of virtual and face-to-face learning solutions. In line with our strategic goals of operational excellence and capability uplift, our focus is on delivering scalable, targeted and data-informed learning that empowers our people and supports business priorities.
We support the development of our employees through our in-house training programs and nationally recognised and accredited Certificate III in Financial Services, run through our Registered Training Organisation, Collective Learning and Development.
Diversity and Inclusion
We believe a diverse and inclusive workplace leads to better business outcomes. Employing people from varied backgrounds, with diversity of thought and experience, enables us to provide exceptional customer service to our equally diverse customer base.
We are proud of our workplace culture. We strive to create an inclusive environment where everyone is valued, respected and treated equally, regardless of their ethnicity, sexual orientation, gender, religion, background or any other personal characteristic. Our ultimate goal is to provide an environment in which our employees feel safe, comfortable, supported and confident at work.
Our Diversity Strategy outlines our commitment to fostering a diverse and inclusive workplace. While we value all aspects of diversity, this strategy focuses on three key pillars where we believe we can have the most meaningful impact:
• Gender equity: ensuring equitable opportunities and representation across all levels of our workforce
• Cultural diversity: celebrating and embracing the diverse backgrounds of our employees while fostering a culturally inclusive environment.
• Pride: supporting our LGBTQIA+ employees and building an environment where everyone feels valued and respected
Our activity and initiatives under each of these three areas is shared in our 2026 Annual Report.
Credit Corp believes in treating all employees, prospective employees, customers and members of the community with respect and dignity.
View Credit Corp’s Diversity and Inclusion Policy
Read the Credit Corp Group Workplace Gender Equality report (2025-2026)
Fostering Community Engagement
Credit Corp recognises the importance of giving back to society and is proud to have so many people who are willing to offer their time and resources to support those in need, from painting homes, organising site-wide blood drives, assembling care bags for women, distributing packages to the homeless, and participating in meal preparation, just to name a few.
Our Volunteering Policy enables employees to access up to two days of volunteering leave per calendar year. Employees are encouraged to use their volunteering leave to support causes aligned to our corporate goal of providing responsible solutions for credit – impaired customers, including supporting people in financial hardship.
Workplace health, safety and wellbeing
The workplace health and safety of our people remains a top priority. We are committed to creating a positive and supportive environment that helps our people be their best. Our approach to wellbeing is holistic, recognising that everyone’s journey is unique and shaped by a range of physical, mental, emotional, and financial factors.
We remain committed to building a strong safety culture that reflects the right of all our people to work in a safe and secure environment that is free from unlawful workplace conduct, such as discrimination, harassment, bullying, victimisation, as well as physical and psychosocial harm.
Our Work Health Safety (WHS) Policy is readily accessible to all staff, forms part of our induction process for new employees and complements our mandatory annual refresher training for all employees. Our policy includes key requirements around psychological safety of our employees and overall employee wellbeing. A key focus in 2026 was maturing our Work Health and Safety (WHS) framework through continuous improvement and proactive risk management. We regularly review our WHS policies and procedures to ensure they are up to date and reflect legislative changes.
Advancing Reconciliation in Australia
We are proud to continue the Reconciliation Action Plan (RAP) journey we commenced in 2021, and in July 2026 launched our second Innovate RAP. Our vision for reconciliation is an Australia where Aboriginal and Torres Strait Islander peoples access employment and responsible financial solutions equally alongside the wider Australian community.
Guided by our Innovate RAP, the RAP Working Group focuses on practical actions to make tangible progress towards reconciliation. Through these actions, both large and small, we aim to enhance cultural understanding and create opportunities for Aboriginal and Torres Strait Islander communities within our sphere of influence. We believe that genuine change can only occur by working together and sharing knowledge and stories.
Our RAP Working Group brings together people from across our different business units and locations, including Aboriginal and Torres Strait Islander staff.
We continue to seek opportunities to build relationships and support Aboriginal and Torres Strait Islander individuals and businesses. We grant a scholarship to an Aboriginal and Torres Strait Islander applicant each year through the Jan Pentland Foundation. The scholarship provides the opportunity for an individual in the not–for–profit sector to gain their Diploma in Financial Counselling.
View our Innovate Reconciliation Action Plan
Our Commitment to Te Tiriti O Waitangi
Our New Zealand office is committed to Te Tiriti O Waitangi, the treaty of Waitangi. As part of this commitment, we have introduced Te Reo Maori (the language of Maori) in the workplace as a way of helping ensure it stays a living language, and now open and close employee events and client meetings with a karakia, or prayer.