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See below links for more detailed information about AFL Careers.

AFL Values

Our Values were created by us for us. They guide how we do things at the AFL - Read more here.

At the AFL we want to make sure our employees experience an extraordinary career, we have a variety of different programs and people initiatives that bring this to life. Read more to find out what we do. Our employees have put together a short video to share their extraordinary experiences working for the AFL:

My Development

At the AFL we have a strong focus on bringing out the best in our people. We believe development is so much more than attending a 1 day workshop. Our approach is both formal and informal and starts from the very moment you commence at the AFL.

To set you up for success in your current role as well as support you to actively pursue your career aspirations, we provide opportunities aligned to the 70.20.10 framework:

  • 70% learning 'on the job' through real work and life experiences
  • 20% learning 'through others' by gaining exposure to different people
  • 10% 'formal learning' through face to face and online

At the AFL we also significantly invest in key talent identification and development. We offer several talent pathway programs including an industry wide program for future AFL and Club Executive roles and a Female Program specifically designed to improve the gender diversity in our leadership ranks.

High Performance

At the AFL we promote a high performance based culture. This means, having talented people, who live and breathe our values, have a clear understanding of their role and help to deliver on what’s most important to our business.

We kick off each year with setting individual and team performance objectives that are linked to our business strategy. That way everyone knows what role they play in contributing to the overall success of our business.

With an ambitious growth agenda, we like to push the boundaries beyond what has been done before, so each year brings new objectives that stretch and challenge us as an organisation.

Throughout the year we review how we are tracking with formal ‘check points’ at mid-year and end of year.

So for us, while we have the tools and processes in place, it is more about our people having role clarity, motivating objectives and ongoing quality conversations with their leader relating to both ‘the what’ and ‘the how.’