You can’t have progress without being progressive. At Future Group, we’re a dynamic team of advocates and change-makers. Here, authenticity isn’t just encouraged – it's celebrated.
We go beyond the ordinary to foster a safe and inspiring workplace. We proudly walk the walk with innovative diversity, equity, inclusion and belonging programs, from generous Parental, Menstrual, and Menopausal Leave, to Cultural Leave, Public Holiday Swapping and Mental Health days. We even let other companies steal our policies because they’re just that good.
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The traditional 9-5 model isn’t always the best way to get things done. Our employees have the flexibility to contribute to our mission from any location in Australia, and we also provide opportunities for remote work abroad.
From generous parental, menstrual, and menopausal leave, to cultural leave and the flexibility to swap public holidays, our policies set us apart. We believe they are so good that they’re worth stealing, so go ahead — because every workplace deserves to be as exceptional and forward-thinking as ours.
Joining Future Group means contributing to our mission: creating a future worth retiring into. Our commitment begins internally, fostering an outstanding work environment. We value ongoing feedback from our team, as we’re dedicated to creating a workplace that mirrors the positive change we strive for in the world.
At Future Group, our policies are meticulously crafted to resonate with our core principles, ensuring we practice what we preach.
Our remuneration policies are designed with a commitment to fairness, consistency, and transparency, with the goal to remove gender and cultural diversity inequality.
We embrace a distributed-first workforce model, boasting teams across Australia and overseas. Most of our dedicated team work from the comfort of their homes.
We acknowledge that the experiences associated with menstruation and menopause can be challenging, despite societal norms that often discourage open discussions about them.
We are committed to promoting well-being, and as part of our dedication to the mental health of our team, we provide mental health leave entitlements to all permanent employees.
Our investments have a tangible impact, as our members make a direct contribution to reducing climate change and inequality.
Our inclusive language guide is constantly updated and forms part of the onboarding process for new employees. We encourage every team member to contribute to its refinement.
In recognising that the sovereignty of First Nations people was never ceded, we also acknowledge that we conduct business and reside on land that was taken from First Nations communities.
We are committed to improving our Reconciliation Action Plan (RAP) and strongly committed to attaining a First Nations employment target of 3.8% by 2025.
This guides our commitment to reconciliation through listening, learning, and building relationships with Aboriginal and Torres Strait Islander communities, aiming to strengthen our knowledge, understanding, and support for reconciliation in our company and industry.
We have zero tolerance for racism and discrimination. Our mission to build a future free from climate change and inequality, and we are committed to celebrating diversity and fostering an inclusive environment for all.
To support our team members impacted by climate change weather events, we are proud to offer unlimited leave as part of our commitment to their well-being.
We’re committed to supporting the diverse paths to parenthood. We offer 20 weeks of paid parental leave, and our employees have the option to access five days of paid pre-adoption, pre-fostering, pre-surrogacy, or fertility leave.
We believe in the collective responsibility of creating a society that is fair for everyone. As an employer, we recognise our role in making this happen, fostering an environment where everyone feels seen and supported.
We offer cultural leave for First Nations, culturally and/or faith diverse employees as part of our commitment to recognising and respecting the diverse perspectives and histories of Indigenous communities.
We recognize that not all public holidays are relevant to every employee. That's why we empower our people to celebrate the days that matter most to them and choose to pass on those that may not hold significant meaning.
Our remuneration policies are designed with a commitment to fairness, consistency, and transparency, with the goal to remove gender and cultural diversity inequality.
We embrace a distributed-first workforce model, boasting teams across Australia and overseas. Most of our dedicated team work from the comfort of their homes.
We acknowledge that the experiences associated with menstruation and menopause can be challenging, despite societal norms that often discourage open discussions about them.
We are committed to promoting well-being, and as part of our dedication to the mental health of our team, we provide mental health leave entitlements to all permanent employees.
Our investments have a tangible impact, as our members make a direct contribution to reducing climate change and inequality.
Our inclusive language guide is constantly updated and forms part of the onboarding process for new employees. We encourage every team member to contribute to its refinement.
In recognising that the sovereignty of First Nations people was never ceded, we also acknowledge that we conduct business and reside on land that was taken from First Nations communities.
We are committed to improving our Reconciliation Action Plan (RAP) and strongly committed to attaining a First Nations employment target of 3.8% by 2025.
This guides our commitment to reconciliation through listening, learning, and building relationships with Aboriginal and Torres Strait Islander communities, aiming to strengthen our knowledge, understanding, and support for reconciliation in our company and industry.
We have zero tolerance for racism and discrimination. Our mission to build a future free from climate change and inequality, and we are committed to celebrating diversity and fostering an inclusive environment for all.
To support our team members impacted by climate change weather events, we are proud to offer unlimited leave as part of our commitment to their well-being.
We’re committed to supporting the diverse paths to parenthood. We offer 20 weeks of paid parental leave, and our employees have the option to access five days of paid pre-adoption, pre-fostering, pre-surrogacy, or fertility leave.
We believe in the collective responsibility of creating a society that is fair for everyone. As an employer, we recognise our role in making this happen, fostering an environment where everyone feels seen and supported.
We offer cultural leave for First Nations, culturally and/or faith diverse employees as part of our commitment to recognising and respecting the diverse perspectives and histories of Indigenous communities.
We recognize that not all public holidays are relevant to every employee. That's why we empower our people to celebrate the days that matter most to them and choose to pass on those that may not hold significant meaning.
Climate Active certified as a Carbon Neutral Organisation 2023.
Ranked #1 in the AFR BOSS Best Places to Work in 2022, in Financial Services.
One of Diversity Council of Australia’s 2023-2024 Inclusive Employers.
Bronze Tier Status within The Australian Workplace Equality Index (AWEI) 2023.
B Corporation Certified 2023.
Member of RIAA and Certified for Balanced Impact, Balanced Index, and Renewables Plus.
Principles for Responsible Investment: UNPRI signatory 2023.
Product Review Winners: Best Retail Super Funds 2023.
Women in Finance, 2023 CEO of the Year - Christina Hobbs.
Women in Digital, 2023 Founder of the Year - Christina Hobbs.
Women in Digital, 2023 Founder of the Year - Christina Hobbs.
Listening, learning, and building relationships with Aboriginal and Torres Strait Islander communities.
