CSL Ltd Annual Report 2019

Attraction and retention How we identify, recruit and develop our employees is paramount to the long-term sustainability of our business, which is why our talent acquisition and talent development efforts are a key element of our overall human resource strategy. CSL has a global network of internal recruiting experts and external partners focused on positively positioning the CSL brand among both active and passive job candidates. Global advertisement campaigns and recruiting events, as well as specialised diversity recruiting training, allow the team to target high-demand talent populations, including engineers and scientists. To ensure new hires are able to quickly integrate and contribute productively, CSL has a global onboarding program that covers everything from the company’s background to our CSL Values, benefits, training, technology and more. Supporting best and brightest into biotechnology CSL Behring made an ongoing investment in the next generation of biotech leaders through a growing partnership with Pennsylvania State University (PSU), a world-class public research institution based in the US. In 2019, CSL Behring’s leading-edge facilities in Bern and Marburg hosted PSU Professor Dr Ali Demirci, director of the multi-million-dollar CSL Behring Fermentation Facility on the PSU campus that opened its doors in 2018. Dr Demirci shared vital insights gained from his sabbatical spent with CSL with his students to further prepare them for a rewarding career in biotech. PSU students are also a core part of CSL’s cross-functional Master of Business Administration Rotational Program, which exposes high-potential MBA candidates to all aspects of CSL and the biotechnology industry. Additionally, this unique partnership demonstrates CSL’s promise as a leader in the biotechnology industry, including in Pennsylvania which enjoys a growing reputation as a biotech and innovation hub. Integrity Our values We walk the talk Bruce Wynne, Global Clinical Operations, King of Prussia, US. Baby Boomers (1946–1961) 9% Generation X ( 1962–1979) 38% Generation Y (Millennials) (1980–2000) 53% CSL’s Diversity Profile Data as of 28 June 2019 and includes all employees globally where birthday is recorded (98% of workforce). CSL Limited Annual Report 2019 33