In the current tight labour market, a low 3.5 per cent unemployment rate^[1] and high employee mobility – with data showing three in five Australians could switch jobs this year^[2] – many businesses expect to face challenges in attracting and retaining staff. New research from a leading travel management company has found clues to the perks Australians want that might retain talented staff – if the employer can afford it. The three entitlements that attracted the most interest by Australians were additional paid leave, a four-day working week, and international travel for work.

The findings were derived from a survey of an independent panel of 1,001 Australians, commissioned by Corporate Traveller, Australia’s leading travel management company for SMEs and a division of the Flight Centre Travel Group.

The survey respondents were presented with a list of 11 perks and were asked to select the top three they would most want their company to offer them this year. The entitlements appealed to the majority (86 per cent).

Corporate Traveller presented these 11 entitlements to 1,001 Australian respondents:

1. Travel, including international travel
2. ‘Working holidays,’ whereby I am permitted to work remotely at a holiday location
3. Gym membership
4. Additional paid leave days, such as birthday leave
5. Covering some or all of the costs of my work commute, including car allowance
6. A permanent hybrid or remote working arrangement
7. Company shares
8. Early finishes on a Friday or a four-day workweek
9. Charity programs whereby employees do volunteer work on paid working days
10. Access to company car
11. Company-paid meals and snacks at work

Employees want more time away from the workplace

It seems that workers are seeking more time away from work. Forty-one (41) per cent want additional paid leave days, 37 per cent would like to finish early on a Friday or work four days a week, and an equal 27 per cent would value travel (including international travel) or have their commuting costs covered.

Tom Walley, the Australian-based Global Managing Director at Corporate Traveller, says: “Our survey results show that Aussies may be seeking a better work-life balance through more leave, shorter weeks, and more travel.”

The four-day work week has gained steam in the last couple of years, with companies across countries such as Canada, the UK, Belgium, and Japan testing its viability. Microsoft in Japan, for instance, reported a 40 per cent increase in productivity, along with more efficient meetings and happier employees, after trialling the four-day work week.^[3] Closer to home, Unilever New Zealand reported increased engagement among employees, improved work-life balance, reduced stress and a 34 per cent drop in absenteeism, following their trial program.^[4]

Tom adds: “It’s encouraging to discover that travel is also highly valued by our survey respondents. Not only are 27 per cent keen to travel for their work, but 21 per cent are also interested in having access to working holiday opportunities in their job.

“Travelling for meetings and events offers numerous opportunities to connect with peers in the industry, make new contacts that are valuable to the business, and sourcing new-business leads. I’m a firm believer that face-to-face communication is essential for creating deeper connections with stakeholders and prospects. The variety that travel provides in an employee’s career also helps keep them motivated and engaged.

“If travel isn’t a key component of the organisation, employers could seek industry events and conferences or training programs – whereby staff can network, seek new business prospects and learn new skills, all of which can contribute to business success – as an effective tactic to retaining travel-hungry employees.”

Employers covering personal and work-related costs are less valued 

The desire for employees to have the cost of their commute covered by their workplace was also a high priority for 27 per cent of Corporate Traveller’s survey respondents.

Research shows that the average Australian spends around $112 per week commuting, equivalent to approximately $4,924 a year, including petrol costs, and while public transport costs can vary, employees can still be thousands of dollars out-of-pocket a year.^[5]

Nearly a quarter (23 per cent) of respondents would like to be offered company-paid meals and snacks at work, while one in five (19 per cent) would love a permanent hybrid or remote working arrangement.

A gym membership (chosen by 17 per cent), access to a company car (16 per cent), company shares (15 per cent), and charity programs allowing employees to do volunteer work on paid working days (six per cent) were less popular entitlements.

Most valued work perks by age groups

• A higher proportion of younger Australians are interested in additional paid leave, with 49 per cent of under-30s and 48 per cent of 31-50-year-olds choosing it as a valued perk
• 30 per cent of over-50s would like additional paid leave
• Travel came out as the second most sought-after perk for under-30s (at 40 per cent)
• 31-50-year-olds preference shorter workdays or work weeks
• This perk was the third top choice for under-30s, chosen by 38 per cent, and the second top choice for over-50s, chosen by 28 per cent
• 22 per cent of over-50s were attracted to having the costs of their work commute covered, a perk that was also identified as the third top choice for 30 per cent of 31-50-year-olds.

Tom adds: “Our survey results offer valuable insight into the benefits that employees desire the most and will be seeking out this year. Businesses could consider offering new perks to remain competitive and attract and retain valuable employees. In particular, conducting similar trials of a four-day work week, exploring travel opportunities, and offering valued leave entitlements could be key to onboarding good talent this year.”

The perks Australians want their company to offer this year

Consumers are expecting more from brands than ever before. Free shipping and discounts are no longer enough to secure customers long term – a brands values, commitment to eco-friendliness and loyalty reward programs are all key factors. The conscious consumer is here to stay, and brands need to ensure they are keeping this top of mind when they are developing marketing strategies.

Brands need values

Consumers are choosing to align with brands that reflect their own values. Nearly two-thirds (65 per cent) of Australians have shared that brand values will be a key purchase motivator in the next six months according to Criteo’s The Rise of Savvy Shoppers Study. Brands that have not clearly defined and actioned a set of values will be left behind.

It is important to be open about what your brand’s values are and share how you are putting them into practice. Create a page on your website that keeps your customers up to date on your mission and impact. Share photos of initiatives on your social channels and integrate brand values into all your messaging through marketing campaigns. This will increase awareness and draw in customers.

The environment is front of mind

Climate change and the environment are key concerns for consumers. It is important to note that over half (55 per cent) of Australian shoppers have revealed that they are searching for eco-friendliness from brands[1]. This is evident when we witness companies, such as The Iconic, introduce ‘Considered’ and ‘Pre-Loved’ shopping filters into their online shop search to allow consumers to source sustainable brands that are having a positive impact on the environment.

Beyond incorporating eco-friendly practices into the everyday running of the business, brands also need to highlight this approach, outcomes and progress towards goals through their marketing efforts. Giving consumers the choice to make more sustainable decisions when buying items or services is also an effective way to promote these practices.

Loyalty must be rewarded

Consumers have so much choice when it comes to making a purchase. They want to invest in brands that invest in them and reward them back – making them feel as though their purchase is more than a transaction. Loyalty programs are driving sales, with 69 per cent of Australians saying this is an important factor when considering a purchase in the next six months[2].  

Brands must make their customers feel listened to. You can do this through sharing relevant products the consumer is likely to purchase and creating personalised discounts on products still in the basket. Utilising a commerce media platform with machine learning or AI tools can help you create this experience for consumers, engaging them at every shoppable moment. If this is not possible on your own, there are a range of partners with expertise, like Criteo, that can manage and optimise your marketing strategies to bring this to life. Marketers have the opportunity to make a customer feel special and this is exactly how you will retain them.

Brands have the chance to build strong, long-term relationships with their customers by strengthening their efforts and communication about brand values, eco-friendliness and loyalty programs. It is important for brands to invest in these three areas and engage with consumers effectively in order to see a growing customer base and a rise in brand advocates into the future.

By Colin Barnard, Managing Director, Criteo, ANZ

 Nearly three quarters of Australian accountants have struggled to hire ‘good quality people’ over the last year (70 per cent) and just over half (57 per cent) say they would recommend young people to enter the industry, according to new research released today from online accounting software provider, Intuit QuickBooks.

Further, over one quarter (26 per cent) of accountants say they would discourage young people from pursuing a career in the profession at all.

But whilst 83 per cent of accountants believe negative perceptions of the profession are a challenge for attracting and retaining talent, it comes at a time of renewed optimism within the industry, with 60 per cent stating they expect their client list to grow over the next 12 months.  

According to Damien Greathead, Accountant & Advisor Lead at Intuit QuickBooks Australia, “The accountant and bookkeeper community has been stretched over the last few years, but their important work has enabled thousands of Australian small businesses to stay in business. We’re encouraged to see that despite the challenges, accountants believe it will be a year of growth ahead and are excited to partner with them in this.”

Combating the Challenges

According to seasoned Aussie accountants, when it comes to attracting good quality people and retaining talent, the top five most effective ways include offering opportunities to obtain qualifications at a reduced rate (34 per cent); having the latest technologies to support day-to-day work (31 per cent); flexible working conditions (31 per cent); opportunities to advance professionally (30 per cent); and offering competitive salaries that reflect changes to the cost of living (30 per cent).

Jimmy Nguyen, senior tax accountant at DKM Accounting said, “It’s pleasing to see how the accounting industry has adapted over the last few years and is now prioritising flexible work and technology adoption to enable us to work from anywhere at any time. This shift not only helps our clients by providing them with more accommodating access to us, but it has had a huge impact on our enjoyment and work-life balance.”

Investing in Tech to Grow

The survey revealed the top technologies that accounting/bookkeeping businesses are expected to invest in to help their businesses grow over the next twelve months, including artificial intelligence (39 per cent), cloud accounting software (36 per cent), blockchain (35 per cent), machine learning (34 per cent) and automation tools (33 per cent).

According to Greathead, investing in technology will be imperative to industry growth while helping advisors address some of the traditional ‘pen and paper’ challenges with the right tools.

“Nearly six in 10 (59 per cent) Aussie accountants and bookkeeprs see technology playing a major role in their growth and expansion for the next year. Tools like AI enable accounting advisors to move up the value chain by removing the grunt work of data entry or identifying anomalies, freeing up time to do valued work like ‘what if’ analysis for their clients,” Greathead said.

“By implementing tech such as AI, automation tools and cloud accounting software like QuickBooks, our accountant and bookkeeper community can win back meaningful time with their clients and focus more on business growth.”

Intuit QuickBooks helps small businesses manage their books, get paid fast, manage capital, and pay employees with confidence. To find out more, visit quickbooks.intuit.com/au.

Australia’s startup ecosystem is booming, but regional startups have been left behind without access to vital resources to help them grow and succeed. That’s why, the newly established angel network, Regional Angels, is stepping in to give regional entrepreneurs the boost they need to bring their ideas to market.

By providing access to capital, counsel and connections, Regional Angels is fuelling regional entrepreneurship via its thriving angel network, answering calls to support and empower regional startups to reach new heights. 

The Regional Angel Investor Network (RAIN), founded and facilitated by early stage business founder, chairperson and investor Sam Almaliki, is set to support the next generation of startups in regional areas across Australia. With a focus on establishing local chapters in Victoria, New South Wales, Queensland, Western Australia, South Australia, the Northern Territory and Tasmania, the network plans to host over 50 pitch events per annum, giving regional startups the chance to receive the funding they need to scale their businesses.

“Our mission is to further unlock the entrepreneurial potential of regional Australia to drive innovation, job and wealth creation,” says Sam Almaliki. “We believe in supporting economic growth in our regions by creating opportunities for startups to succeed, disrupt industries, create jobs and drive economic growth in their communities.” 

Regional Angels is committed to building and supporting the growth of a robust angel and early stage funding ecosystem across regional areas of Australia. Angel investment is a critical source of equity for startups and has been a fundamental first link in the venture supply chain for many successful high growth companies in Australia.

Regional Angels recognises the importance of increasing angel investment in early stage science, technology, innovation, and net zero initiatives. With access to early stage funding, mentorship and networking opportunities that focus on connecting and collaborating with like-minded entrepreneurs and investors in a supportive environment, Regional Angels is set to help regional startups reach new heights.

Regional Angels would like to invite entrepreneurs with bold ideas to apply to pitch their startup at https://regionalangels.com.au/apply-to-pitch/. Investors who share a passion for supporting regional startups can join Regional Angels as members at https://regionalangels.com.au/apply-to-join/. 

For more information on Regional Angels and how they’re empowering regional startups to reach new heights, please visit https://regionalangels.com.au.

Fresh off the back of its global announcements at 2023 Mobile World Congress (MWC), D-Link Australia has launched the DWM-3010 5G NR M2M Dual SIM Industrial Gateway, the latest in its range of 4G/5G network innovations, specifically designed for enterprises and SMBs to address critical IoT connectivity demands and to help drive new efficiencies in the current digital revolution known as Industry 4.0. 

Industry 4.0 demands large-scale deployment of sensors and monitors throughout smart factories, warehouses, transportation fleets, EV charging stations and other industrial settings. The DWM-3010 5G M2M Industrial Gateway facilitates private network deployments to ensure low latency for near-instantaneous M2M communications.

The DWM-3010 enjoys dual SIM slots as well as band support for all major 5G networks in both Australia and New Zealand, along with support for industry standard IoT/M2M field communication protocols such as Virtual COM, Modbus and MQTT. As such, the DWM-3010 M2M Industrial Gateway enables an extensive range of IoT devices to communicate efficiently with one another.

Boasting a robust and rugged design, the DWM-3010 is ideal for smart industrial applications and can withstand wide temperature ranges from as low as -30°C, ideal for use in cold storage facilities, and up to a sweltering 60°C, ideal for use in hot transportation, energy, mining or agricultural environments.

D-Link A/NZ MD, Graeme Reardon, said, “Industry digitalisation continues to advance at an exponential rate and businesses need to have the infrastructure in place to deliver real-time services via reliable wireless connectivity. With the DWM-3010, D-Link expands 5G to Industrial IoT by offering 5G private networks that provide ultra-high speeds with virtually unlimited capacity for high bandwidth and low-latency services.”

D-Link’s reliable and secure 5G fixed wireless access (FWA) is a competitive option against traditional fixed-line broadband services, which are often challenging to manage and expensive to deploy in many environments. 5G FWA also opens up new opportunities for mobile operators to deliver managed voice, video, data and IoT services. 

In addition to the new DWM-3010 5G NR M2M Gateway, D-Link offers a range of enterprise products allowing construction of bespoke solutions powered by robust 5G private networks, including Data Centre Switches, Surveillance Cameras and Access Points.

Reardon concluded, “With the DWM-3010 5G NR M2M Gateway, users can connect large numbers of devices with fast 5G network connectivity in harsh working environments, and with the industrial-grade feature set needed for efficient and robust communication between them in virtually any setting. Remote, centralised management of the DWM-3010 5G NR M2M Gateway is particularly easy when combining it with the D-Link Edge Cloud Solution, or D-ECS.”

The D-Link Edge Cloud Solution (D-ECS) has been developed for customers that have use cases and applications where connectivity status, GPS tracking and route history are critical to their business. D-ECS provides a complete managed cellular and wireless network management solution whereby 4G-LTE and 5G NR M2M network devices such as the new DWM-3010 5G NR M2M Gateway are controlled through the D-ECS Management Platform, accessible via a dedicated Web Portal. Monitoring and management tasks can be carried out through the platform for any device, site, or network anywhere in the world, with multi-tenancy enabled, and device scalability unlimited.

DWM-3010 5G NR M2M Dual SIM Industrial Gateway key features:

• 5G NR and Cat.16 LTE with up to 900Mbps

• Dual SIM and E-WAN with automatic failover

• RS-232 / RS-485 ports with TCP client and server

• Two digital I/O ports

• External cellular and Wi-Fi antennas

• Advanced VPN: IPsec, OpenVPN, L2TP, PPTP, GRE

• Remote management with D-ECS cloud solution

• High temperature tolerance and robust metal housing

Availability and Pricing

The new DWM-3010 5G NR M2M Dual SIM Industrial Gateway is available now from www.dlink.com.au (RRP AU$2,999.95) and from all D-Link authorised partners and resellers.

When it comes to creating more gender balanced experiences in the workplace, there is still work to do. While the latest Employee Experience (EX) Trends research from Qualtrics shows there are no significant gaps in the core employee experience metrics between men and women – such as engagement, intent to stay, inclusion, well-being, and meeting employee expectations – this does not tell the complete story.  

The differences arise when we look at experiences among intersectional cohorts of men and women in the workforce, and within certain engagements and interactions. For example: 

• While women have comparable levels of engagement with men (69% and 68% respectively), women are less likely to say their experiences are being met at work (56% compared to 60%), and have a lower intent to stay (53% compared to 60%) 
• Intent to stay among women in the workforce is lowest among women with a disability, women below management level, and women younger than 35 
• 40% of women believe their pay is linked to performance, compared to 49% of men 
• 55% of women say the benefits at work meet their needs, compared to 62% of men 
• Ensuring women feel supported through change, have access to learning & development opportunities, are empowered to make decisions, and provided with early onboarding experiences are the core EX offerings setting women up for success at work 

Findings from the Qualtrics study highlight the diverse gender experience gaps that exist – and are sometimes hidden – in workplaces across Australia and New Zealand, highlighting the critical need for employers to build more momentum with targeted action focused on identifying and closing them.  

5 ways to creating more gender balanced experiences at work  

Drawing on intersectional gender insights from Qualtrics’ 2023 Employee Experience Trends report, there are 5 key areas employers must prioritise to ensure workplaces are equitable for all: 

Review pay-for-performance practices, and design benefits for a hybrid world – Fewer than half of employees (44%) in Australia and New Zealand agree their pay is linked to performance, with men (49%) significantly more positive than women (40%). Simultaneously, there has been a significant drop year-on-year in the volume of women who say employee benefits meet their needs. With just half of Australian organisations conducting pay equity analysis, there is a clear need for more transparent and fair data-driven pay and performance practices to ensure pay is fairly distributed. 

Seek to understand the drivers of gendered outcomes in the workforce – As demonstrated by our findings, employers wanting to provide a consistent employee experience for their entire workforce need to understand the different drivers that exist among their employee base and take systemic action on them. For example, the Qualtrics research indicates that feeling supported through change, having access to learning & development opportunities, being empowered to make decisions, and early onboarding experiences are what set women up for success at work.   

Understand and improve the intersectional human experience – Linked to understanding the EX-drivers for women at work, there are experience gaps among different groups of women in the workforce too – whether that’s by age, ability, ethnicity, culture, job type, or level. Identifying and acting on the unique needs of different cohorts is critical. According to AHRI, only a quarter of Australian organisations currently measure the DEI profile of their organisation to assess the intersectionality between different groups or identities. 

To demonstrate this reality in Australia and New Zealand, the Qualtrics data shows that employees who identify as women with a disability have significantly lower wellbeing indicators than men with a disability. Looking at experiences of employees with a disability as a single cohort without the gender lens would result in missing these important insights. 

Build diverse leadership teams and an equitable opportunity for career development – As part of efforts to close the gender experience gap, it’s critical employers remain conscious about building diverse leadership teams reflecting the customers and employees they represent. In fact, this isn’t just good moral sense it makes good business sense too – McKinsey’s most recent Diversity wins report shows the most diverse companies outperform their peers by 36% in profitability.  

While one of the most pervasive drivers of EX for men and women is feeling as though their ‘career goals can be met’, the Qualtrics study shows men are more positive about the opportunities afforded to help them achieve this. As such, it’s important to continually find proven ways that enable women to achieve their goals. 

Go beyond the gender binary – While it is easy to limit discussions about gender equity to the experiences of men and women, gender is not binary and should always include the experiences of transgender, intersex and non-binary people. The insights from our global study (based on nearly 30,000 responses) show these employees have consistently poorer experiences at work, demonstrating the critical opportunity for employers to apply a focus on these groups. 

Improving the gender experience gap is bigger than pay 

When we talk about making the workplace a fair and equitable experience for all, our data reinforces the point that this is a larger discussion than simply pay. The pay gap is part of a much larger experience gap, and employers must be focused on resolving this in order to make sustainable and impactful progress. 

The workplace experiences people need to feel included, engaged, and want to stay with their organisations are largely the same for men and women. The difference exists in how positive the experiences are, with employees who identify as men being more likely to have these expectations met.  

If employers are serious about making positive change, employers need to understand why some groups of employees are experiencing things differently from others to help take immediate, tailored action to remove the friction points that exist. In many instances, this will improve the programs that already exist. 

Ensuring the workplace is an equitable place for all requires ongoing focus and commitment from employers, and when we are successful the benefits will be felt across every aspect of society. 

Written by Dr Cecelia Herbert, Principal Catalyst, Qualtrics XM Institute 

With the rising cost of living and interest rates continuing to have an impact on Australians and their ability to manage expenses and service debt, a new survey has found that households are eager to explore more innovative ways to manage their finances and reduce costs. The survey uncovered that two-thirds (68 per cent) of Australians believe their banks are too expensive and have been unable to keep up with digital innovations offered by specialist fintech competitors and 67 per cent are willing to switch banks as a result.  

The findings were derived from a survey of an independent panel of 1002 Australians, commissioned by global comparison service moneytransfercomparison.com, which helps Australians source the best rate in international money transfers. The full survey results, including breakdowns across ages and States, can be found here.

Through the survey, Money Transfer Comparison discovered that two thirds (68 per cent) of respondents believe some or none of the banks they use have kept up with digital innovations used by fintech services such as digital credit cards, buy now pay later, expense tracking and cashback and rewards programs. Specifically, 53 per cent believed some of the banks they use haven’t been able to keep up, while 15 per cent thought none of their banks have been able to do so. 

Interestingly, a slightly higher proportion of older Australians do not believe their bank has offered innovative services. Two-thirds (69 per cent) of under-55s respondents thought their bank had been unable to keep up, compared with 65 per cent of under-35s. 

Eight in 10 Australians think their banks’ fees are unreasonably high 

The Money Transfer Comparison survey found that most bank customers believe bank fees and charges are too high for missed payments, overdrawn accounts and international money transfers. Just 15 per cent believe that bank fees are not too high for the services they use or penalties they incur.  

In contrast, more than half (59 per cent) believe bank account fees are too high across all services, while 47 per cent thought missed credit card and missed loan payment fees are too high, and 36 per cent believe fees for overdrawn accounts are too high. 

Older Australians are more likely to regard the fees charged by banks as too high. Nearly three quarters (70 per cent) of over-55s believe that bank account fees are generally too high, compared with 60 per cent of 35-54-year-olds and 44 per cent of under-35s. 

Alon Rajic, Founder and Managing Director at Money Transfer Comparison, says: “When comparing traditional banking fees with the fees that competing fintech services provide, the level of dissatisfaction from the public is clear. Associated fees for services offered by both banks and fintech services can differ greatly.” For instance, annual credit card fees from banks from major banks can be as much as $295, with a high annual interest rate of almost 20 per cent,¹ whereas some non-banks do not include annual fees on their card services and charge interest as low as 12 per cent. Interest rates on loans from banks are also significantly higher than alternative lenders – Commonwealth Bank can offer an up to 19.50 per cent fixed interest rate on car loans,² while Loans.com.au, an alternative lender, offers a standard 6.69 per cent fixed rate on its car loan offering.³ 

International money transfers from a traditional bank can also incur a steeper fee for Australians, with majors banks such as NAB charging $30 when customers send money overseas through the app or internet banking platform,⁴ whereas alternative transfer companies such as TorFX don’t charge transfer fees or commission.⁵ 

2 in 3 customers would switch bankswith one service to cheaper specialist fintechs 

Given the Australian public’s dissatisfaction with bank fees and charges, there is a growing appetite for moving some financial services to specialist fintech competitors. In its survey, Money Transfer Comparison presented respondents with seven financial services that they would be willing to move to specialist fintechs if they offered lower fees and were as safe as banks. Two in three (67 per cent) indicated they would switch at least one service to a fintech competitor.  

More than a third (36 per cent) indicated they would outsource home loans, while 34 per cent would switch to a specialist fintech for their credit cards, and 32 per cent for their savings accounts or term deposits. Other services Australians would switch over included personal or car loans (chosen by 29 per cent of respondents), international money transfers (chosen by 25 per cent), share trading (19 per cent) and budgeting apps (19 per cent). 

Alon says: “It is clear banking is another area in which Aussies are looking to cut costs. We could 

see an increase in bank customers leaving in favour of innovative and specialist online financial service providers, many of which offer cheaper services than traditional banks – and particularly amid growing inflation and interest rates.  

“With a significant proportion planning to switch over services such as money transfers, home loans and credit cards to alternative services, I encourage individuals to do their due diligence and compare service providers, to source the most cost-effective provider that is also suitable for their individual circumstances.” 

The full survey results, including breakdowns across ages and States, can be found here.

CommBank launches mobile payment solution for merchants, Smart Mini, as entrepreneurial Australians fuel demand for mobile payment solutions.

Research released today by the Commonwealth Bank of Australia (CBA) shows one in three Australians have started a small business or ‘side hustle’ since the start of the COVID-19 pandemic or plan to start one in the next 12 months.

Of those surveyed, 9% of these entrepreneurs started a business between March 2020 and January 2022, while almost twice as many (16%) have started trading in the past 12 months, highlighting sustained entrepreneurial activity among Australians since the Covid pandemic.

The findings coincide with the launch of a new CBA portable payments device, Smart Mini, to cater to the growing need for portable payment devices amongst small businesses that need to take payments on the go, such as tradies, gardeners and market stall operators.

Commonwealth Bank’s General Manager of Merchant Solutions, Karen Last, said Smart Mini is available to all merchants regardless of whether they are currently CBA customers: “The launch of Smart Mini expands CBA’s range of payment solutions designed specifically for industries as diverse as retail and hospitality, and for a wide range of businesses, including micro and sole traders.

“Compatible with both Apple and Android^TM devices, it can be connected to CBA’s Smart Mini Hub, a self-servicing portal, allowing business owners to access a range of features and near real-time transaction insights relating to their business, enabling them to manage their cash flow better.

“With our survey highlighting widespread concern around the speed of settlement and security of mobile payments, we think CBA’s same-day settlement of payments and our robust anti-fraud technology will be significant attractions for Smart Mini customers.”

For further details on the Smart Mini, visit: commbank.com.au/smart-mini