Why sustainability is important to us
Our commitment to sustainability starts with our purpose: "Helping people live longer, healthier, happier lives and making a better world".
As a global healthcare company, we’ve been looking after people’s health for over 75 years. It's clear that to look after people’s health, we also need to look after the health of our planet.
We want to deliver better health outcomes to more people. As we grow, we continue to put sustainability at the heart of our strategy. To learn more about our strategy, visit our global sustainability site.
Our commitment to sustainability.
- Net Zero Business by 2040: Our net zero ambition is underpinned by science-based targets which are aligned to keep global warming to no more than 1.5°C compared to pre-industrial levels.
- Race to Zero Campaign: We joined the UN-backed Race to Zero Campaign through Health Care Without Harm’s 'Health Care Climate Challenge'.
- Climate and Health coalition: We launched the Climate and Health Coalition with our partners. The coalition aims to mobilise and equip the private sector to accelerate the transformation of our health and climate systems in select countries.
- Healthy Cities: This global initiative raises awareness about the connection between people and planet health, encourages people to adopt sustainable and healthy lifestyles and supports urban nature regeneration. In our 2025 APAC Healthy Cities Challenge, more than 17k people took 4.48 billion steps and unlocked over $1m for nature regeneration and biodiversity programs across Australia, New Zealand and Hong Kong.
- 100% renewable electricity: used in all locations across Australia, New Zealand and Hong Kong. It is estimated more than 26,500 tonnes of carbon dioxide equivalent (tCO2-e) will be removed from the atmosphere each year.
- Health Care Without Harm: together we launched a global report outlining key principles for reducing reliance on single-use items in healthcare.
- We’ve switched plastic medicine pots to a stainless-steel alternative in our New Zealand Aged Care homes.
The Bupa Foundation
The Bupa Foundation is a health promotion charity funded by Bupa, its employees, customers, and community.
Since 2005, the Bupa Foundation has supported organisations working to protect the health of communities. Through partnerships and programs, we’re building mentally healthy and resilient communities and addressing the vital connection between the health of our planet and its people.
You can read more about the Bupa Foundation, our programs and partners on the Bupa Foundation website.
Our Social Impact and Community Investment
At Bupa, we’re committed to creating a better world —starting with the communities where we live and work. That’s why we invest 1% of our underlying profits into purposeful community initiatives that create measurable impact.
Through our Giving@Bupa program, which empowers our people to give back through workplace giving, fundraising, and volunteering, we’re driving meaningful change where it’s needed most.
Paralympics Australia
Bupa is proud to be the Official Healthcare Partner of Paralympics Australia and the Australian Paralympic Team. By partnering with Paralympics Australia and bringing our shared values together, we can promote inclusion and equality for people with a disability within business, sport and our community.
Diversity & Inclusion
We embrace our differences knowing they make us stronger which better reflects the needs of our customers and communities. This means creating and sustaining an inclusive culture where everyone feels they belong.
Our approach encompasses diversity, from gender, sexuality, and race, to social, educational and professional backgrounds, disability, religion, age, learning styles and personalities.
We believe that having varied perspectives promotes understanding and helps generate innovative ideas to solve the complex problems of a diverse and fast-changing world.
Our ambition
We celebrate diversity in all forms, creating a culture where everyone feels a sense of belonging and our people can bring their true selves to work and be their very best every day.
All Bupa leaders play an active part visibly by role modelling inclusive leadership, building diverse teams and creating safe environments in which our people can develop and grow.
Our teams should be reflective of the customers and communities we serve, mirroring the diversity of culture and heritage in our markets.
We lead our Inclusion and Diversity agenda through our global Inclusion Framework, which is focused on embedding inclusion into our culture.
On an annual basis we align both global and local goals to our three foundational elements: creating an Inclusive Culture, with Inclusive Leadership and Inclusive Practices.
We will achieve our ambition to be one of the most customer-centric healthcare companies in the world because our people differentiate us.
Employee Advocacy Groups
So far at Bupa, we have four employee network groups. These include; the Pride Group for LGBTQ+ employees and their allies, the AccessAbility Group for employees with lived experience of disability, carers, and their allies, the First Nations Group for employees who identify as Aboriginal and/or Torres Strait Islander and their allies, and the WIN Group for women and allies.
LGBTQ+ Inclusion
Bupa was recognised as a Gold Tier Employer at the 2025 Australian LGBTQ+ Inclusion Awards, which is based on the Australian Workplace Equality Index (AWEI) – Australia’s national benchmark for LGBTQ+ inclusion.
Our Pride group plays an important role in connecting LGBTQ+ employees and allies. All our employee groups offer a safe place for Bupa team members with lived experiences to come together as a community, share their stories and to influence change for a more inclusive workplace.
Access & Inclusion
People with disability are an integral part of our society and bring a wealth of talent, perspective, and innovation to our communities. By creating inclusive spaces and celebrating their achievements, we empower everyone to reach their full potential and live fulfilling lives. Bupa Australia's Access and Inclusion plan sets out our commitments to removing unintended barriers that may impact our employees, customers and residents. The plan focuses on 4 key focus areas where we aim to make meaningful and sustainable impact: Our People, Accessibility & Choice, Employer of Choice and Community”
View Bupa’s Access & Inclusion Plan (PDF 8.8MB) here.
Our commitment to Gender Pay Equity
We are committed to creating an inclusive workplace with equitable career opportunities and compensation for all of our people. Recognising the persistent challenges associated with gender pay disparities in the community, we are dedicated to taking proactive and systemic actions to improve the Gender Pay Gap within our organisation. This includes conducting regular, detailed, like-for-like analyses of our pay data to help identify potential systemic challenges and inform targeted actions that result in equitable outcomes.
View Bupa’s Gender Pay Gap Employer Statement (PDF 184KB) here.
Reconciliation Action
Our vision for reconciliation is an Australia where Aboriginal and Torres Strait Islander people enjoy equity and equality, and are living longer, healthier, happier lives as we work together to make a better world.
To achieve this vision, we couple our health and care expertise with a commitment to working with, and learning from, First Nations peoples, communities, and organisations.
In addition to continuing to support the Uluru Statement from the Heart, our Reconciliation Action Plan (RAP) focuses on four key areas where we believe we can make a meaningful contribution to reconciliation: First Nations health outcomes, Sustainable careers, Supplier diversity, and Cultural learning. Read our Reconciliation Action Plan.
As an employer of over 22,000 people across Australia and New Zealand, we are passionate about building an inclusive workplace, ensuring our people have an awareness of our shared history and an appreciation of First Nations culture.
First Nations Employment
As part of our commitment to the ongoing engagement and participation of Aboriginal and Torres Strait Islander employees, Bupa has implemented a dedicated First Nations Employment Strategy to help to improve the representation and cultural safety for First Nation Australians.
Developed in 2021, the First Nations Employment Strategy includes the creation of The First Nations Employee Network; the implementation of cultural leave; cultural awareness training and Career Trackers Internships which links Indigenous university students with employers in paid, multi-year internships.
Our 10x10 partnership with CareerTrackers Indigenous Internship Program, is a commitment to employ 10 interns every year in Australia until 2026 and our school-based trainee program supports high school students to develop valuable work experience while successfully completing Year 12.
Each year, the Bupa Foundation awards higher education scholarships to Aboriginal or Torres Strait Islander students studying a health or wellbeing discipline. Learn more through our Bupa foundation site.
Bupa acknowledges the Traditional Custodians of the Country on which we work, and we pay our respects to Elders both past and present.
Responsible Business Conduct
Sustainability and environment, social and governance (ESG) issues are a key focus for our Board and one of the six pillars of our strategy.
Effectively managing climate-related risks and opportunities are essential to executing our strategy and achieving long-term sustainable growth.
We aim to partner with responsible, ethical organisations and have clear expectations that suppliers follow our Supplier Code of Conduct (PDF, 500KB).
Sustainability Governance
Sustainability and wider environmental, social and governance (ESG) issues are important areas of focus for Bupa. These issues play a key role in Bupa's purpose, values, and strategy.
We need to manage climate-related risks and opportunities effectively if we are to execute our corporate strategy and achieve long-term growth. Effective governance also helps ensure that we're meeting our commitments and reporting progress accurately.
Modern Slavery
Bupa is committed to combatting modern slavery. That’s why we continue to evolve our approach to identifying and mitigating modern slavery risk, ensuring year-on-year improvement to help combat this global problem. Our modern slavery statements detail how we are doing this within our operations and supply chains.
Sustainability Documents
We’ve produced publications that provide information and insight into our sustainability and environmental, social and governance (ESG) work. You can also find more information on our Bupa Global website.
Tax Transparency
At Bupa, we believe it's important to be transparent with our tax affairs and our approach to tax governance. Our Bupa ANZ Tax Transparency Reports have been prepared in accordance with the Australian Voluntary Tax Transparency Code and includes details of Bupa ANZ's approach to tax governance and the economic contribution we made in Australia through the Australian taxes we paid and collected.
- Bupa ANZ Tax Transparency Report for the year ending 31 December 2024 (PDF 1.2MB)
- Bupa ANZ Tax Transparency Report for the year ending 31 December 2023 (PDF 1.2MB)
- Bupa ANZ Tax Transparency Report for the year ending 31 December 2022 (PDF 865KB)
- Bupa ANZ Tax Transparency Report for the year ending 31 December 2021 (PDF 1.6MB)
- Bupa ANZ Tax Transparency Report for the year ending 31 December 2020 (PDF 3.3MB)
Capital Adequacy
Our External Capital Adequacy Disclosure has been prepared in accordance with APRA’s Prudential Standard HPS 110 ‘Capital Adequacy’ and provides details on the financial buffers held by the Australian health insurance business to cover potential future claims and expenses that may arise under extreme or unexpected financial conditions, such as an economic downturn, adverse claims trends or a pandemic event. Bupa’s ability to provide benefits to our customers when they need us is at the very core of what we do.
- External Capital Adequacy Disclosures (PDF 142KB)
CPS 511 Remuneration Disclosures
Annual Remuneration Disclosures under APRA Prudential Standard CPS 511.
- Bupa 2025 CPS 511 Remuneration Disclosure (PDF) (PDF 277KB)
- Bupa 2025 CPS 511 Remuneration Disclosure (Excel) (XLSX 31KB)
- Bupa 2024 CPS 511 Remuneration Disclosure (PDF) (PDF 271KB)
- Bupa 2024 CPS 511 Remuneration Disclosure (Excel) (XLSX 31KB)