Elizabeth Proust

Elizabeth Proust joined ANZ in January 1998 as Group General Manager Human Resources and Management Services. In February 1999, she also assumed responsibility for Corporate Affairs. Ms Proust’s additional responsibilities include government and regulatory affairs, media relations, community affairs and internal communication. Prior to joining ANZ, Ms Proust was Secretary of the Department of Premier and Cabinet in Victoria. Other positions she has held include Chief Executive Officer of the Melbourne City Council, Secretary of the Attorney -General’s Department (Victoria), and Deputy Director -General of the Department of Industry, Technology and Resources. She also spent seven years with BP Australia and BP International Limited. Ms Proust is a Member of Council, The University of Melbourne; Fellow of the Australian Institute of Company Directors; Councillor, Victorian Division of the Australian Institute of Company Directors; and Immediate Past President, Institute of Public Administration Australia. Ms Proust holds a Bachelor of Arts (Hons) from La Trobe University and a Bachelor of Law degree from the University of Melbourne. (Biography and photo courtesy of ANZ)

Elizabeth Proust Group General Manager Corporate Affairs and Human Resources Australia and New Zealand Banking Group Limited Melbourne     Key Dates February 1999 Assumed responsibility for Corporate Affairs January 1998 Joined ANZ, Group General Manager Human Resources and Management Services July 1995 Appointed Secretary of the Victorian Department of Premier and Cabinet, the most senior public service position in Victoria 1990 Appointed CEO of the City of Melbourne 1987 Appointed Deputy Director - General of the Department of Industry, Technology and Resources

Interview with Elizabeth Proust:

Do you see yourself as a leader?  

Yes, I have had a number of leadership roles over the years, personal and corporate, and believe I am seen as a leader.

What vision are you working towards?  

Corporately, to transform the culture of my organisation (ANZ) to ensure that all the people who work here are valued and able to develop to their full potential.  Personally, to put back into the community.

Who are your role models or mentors? 

They have been too many to mention – men and women who have taken an interest in my career, and whose advice and guidance has been very important in helping me advance.  Mentoring is something I try to do for younger people in my organisation.  

What impresses you most about them?  

The fact that they, while leading very busy lives, have been prepared to spend time not only with me but with others to assist with advice and guidance.

What have been the major factors that governed the career choices you have made?  

Luck, hard work, being in the right place at the right time, education (both formal and informal) and being prepared to take risks to take on roles that involved some level of “gamble” about my future.

How would you describe your style of management, and how has it evolved as you've progressed in your career?  

I think it is a style which empowers people to make their own decisions, and take risks, but also helps them learn.  I make the hard decisions when they need to be made.

Are your management strategies gender and culture specific?  

I’m more conscious of cultural differences.  ANZ operates in more than 30 countries, and has staff of every different nationality, religion etc, and you learn to be sensitive to these differences.

What have been some of the challenges you have encountered in the positions you have held in the public and private sector?  

Because of the nature of my positions (CEO in the public sector during the 80’s and 90’s) they have been roles involving outsourcing, downsizing, and generally transforming the culture of sometimes moribund organisations.  They have mostly been difficult, but the stations emerged in better shape than when I arrived.

What are some of the attributes that you use to gauge job satisfaction?  

This mostly revolves around feeling that I am making a difference.

Do they include your relationship with your superior, level of remuneration and responsibility?  

Yes, of course.

What are your perceptions about women with respect to the following issues:

a. the level of recognition given to women and their achievements in the workplace  

Still undervalued, but improving.

b. the level of support given to women to encourage leadership potential  Ditto.

How does ANZ support women in their leadership and career aspirations?  Yes, through making available formal and informal training, coaches, mentors, etc, as well as via the introduction of family friendly policies which assist all our staff – female and male.

Do you think that enough is being done to instil an attitude of leadership and excellence in our youth?  

What is “enough”?!  However, I am very impressed with the range of programs now available, compared to say 30 years ago.

What are your long-term aspirations?  

To live a long and happy life, and to put something back into my community.