Working at the AFL

Graduate Employment and Work Experience

Whilst the AFL does not currently have a Work Experience or Graduate program in place, we do however from time to time utilise university students to assist with project assignments as they arise at the AFL as part of their course requirements.

When these opportunities arise we contact our partner Universities directly and ask them to advertise the opportunities among the students who are undertaking a relevant course in relation to the project requirements.

Career and employee development

The AFL is committed to working with employees to develop career paths that will enable them to maximise their contribution to the company, achieve job satisfaction, develop their marketability and reach their full potential.

We provide employees with on-the-job experience and training, and in some cases support their ongoing education.

Career development is a shared responsibility between each employee and their manager. The employee is responsible for taking the initiative by suggesting ways to develop their skills and broaden their experience. Managers are responsible for providing employees with feedback and appropriate opportunities to enhance their skills and take on more challenging roles and greater responsibility

Performance Management

The AFL is committed to effective performance management, through regular formal and informal feedback and review, and open communication.

Each employee participates in two formal review session per year, mid year and end of year. The purpose of performance reviews is to ensure objectives remain relevant to key business targets and gain feedback on performance.

Performance management may also involve:

• Recognising and acknowledging high standards of performance to motivate employees and encourage further achievement.
• Identifying the cause of poor performance and taking appropriate corrective action
• Eliminating inappropriate behaviours from the workplace.

Compensation and benefits

The AFL’s compensation & benefits practices aim to attract, motivate and retain employees and align reward to relative performance.

When developing and reviewing remuneration and rewards policies and practices, we recognise the need to ensure that:

• Our total remuneration practices are aligned to relevant market trends and remain affordable. Our practices comply with any relevant law and the company's standards of business conduct.
• Distinguishable differences in remuneration are aligned to the relative performance of the business, assets and individuals.

Indigenous Recruitment Strategy

At the AFL we believe the people in our business should be reflective of the community and the players we represent. Our Indigenous employment strategy aims to support the diversity values of the AFL and it’s Affiliates’ and our ability to be responsive to Indigenous people. In the way we have seen exhibited on the football field, Indigenous people bring a different perspective, creativity, ability and skill set to the workplace. Through improved community engagement, non-Indigenous Australia can benefit from Indigenous contribution.

Equality in employment

The AFL is committed to providing a work environment in which every employee is treated fairly and with respect.

Employment with the AFL is based on merit. All employees and applicants for employment will be treated and evaluated according to their job-related skills, qualifications, abilities and aptitudes only. Employment decisions based on attributes other than a person's qualification to perform a job — e.g. race, colour, gender, religion, personal associations, national origin, age, disability, political beliefs, HIV status, marital status, pregnancy, sexual orientation, or family responsibilities, are prohibited.

We have strong and clear policies prohibiting discrimination and harassment in the workplace and harassment or discrimination in any form at the AFL is unacceptable.

AFL Values

The AFL Values are our "team rules" which guide and influence all our actions and decision making.

Our LEGACY is to leave the game and communities in better shape for future generations.

We will achieve our legacy through being ACCOUNTABLE, PROGRESSIVE AND RESPECTFUL.

ACCOUNTABLE

• Focus on delivering or exceeding performance objectives
• Responsible for our actions and results and do what we say we will
• Act with integrity - deal with all people honestly, ethically and transparently
• No surprises
• Make decisions in a timely manner, even when under tight deadlines and pressure
• Be prepared to go the extra mile
• Persevere when faced with setbacks
  

PROGRESSIVE

• Strive for constant improvement
• Respect the great history of our game and its role in the community but challenge the status quo
• Find new and creative ideas to innovate
• Focus on the future
• Embrace change and new ideas
  

RESPECTFUL

• Embrace and respect diversity and inclusion - understand and value the differences in every person
• Acknowledge the efforts of others
• Listen actively and consider other viewpoints
• Cooperate with others
• Help team or other departments or stakeholders in getting work done
• Act with humility and modesty

These values form a key part of our selection criteria