This document is a case study about the Commonwealth Bank’s (CommBank) Mosaic Program, an initiative aimed at increasing cultural diversity, particularly in senior leadership roles. The program sets diversity targets, tracks progress, and implements strategies to minimize bias in talent management. It also includes initiatives like a corporate hijab, an African internships program, and a mentoring program.

Organizations can use this case study as a model to engage multicultural communities by:

• Setting clear diversity targets and tracking progress: CommBank aims to have 20% of senior workers from diverse backgrounds by 2020 and has implemented a tracking mechanism to monitor progress. Organizations can adopt similar approaches by establishing measurable diversity goals and regularly assessing their efforts to ensure accountability and progress toward inclusivity.
• Investing in programs that support and empower diverse employees: Mosaic includes initiatives specifically designed to support employees from diverse backgrounds, such as mentorship programs and targeted internships. Organizations can similarly create programs that cater to the needs of employees from multicultural communities, fostering a sense of belonging and providing opportunities for professional growth.
• Promoting awareness and education around cultural diversity: The Mosaic Program has increased awareness of cultural diversity within CommBank, and senior leaders are actively mentoring staff to educate them about diversity. Organizations can implement similar awareness campaigns and training programs to educate employees about different cultures and promote inclusive behaviors within the workplace.