CSL Ltd Annual Report 2020

Every day, CSL is relying on our team of more than 27,000 talented employees around the globe to deliver on our promise to our patients, our donors and our communities. In return, we are continually investing in our workplace and in our employees. We are building a diverse, flexible and engaging workplace where individuals can have promising futures. It is a workplace where people collaborate and innovate around global challenges and where everyone can make a difference. CSL’s global workforce has grown to a total of 27,009 employees (as at 30 June 2020) – up 7% from last year. Our people are in 39 countries across a number of geographic regions. As with past years, our workforce continues to grow to accommodate an expanding network of CSL Plasma centres, an expansive market presence in more than 100 countries and a growing manufacturing footprint that includes facilities in Australia, China, Germany, Switzerland, the UK and the US. 7% 57% up on prior year Female 43% Male 27,009 employees in 39 countries Diversity Our commitment is to build a global workplace where people may fulfil their career aspirations, realise their potential, and be inspired to be part of a purpose-driven company with a values-based culture. This goal requires us to have a culture of inclusion where all employees are respected, valued and able to freely share their perspectives. We define diversity in the broadest of terms, including but not limited to gender, nationality, ethnicity, disability, sexual orientation, gender identity, generation/age, socioeconomic status, marital/family status, religious beliefs, language, professional and educational background, and cultural experiences. CSL has a global diversity policy, which is integral to our talent and culture strategies. We also set annual diversity objectives. Our current 2020/21 fiscal year objectives are to: – increase our focus on diversity beyond gender, including our aspiration to increase CSL’s overall ethnic and disability workforce demographics; – strengthen CSL’s culture by recognising performance aligned to CSL Values while developing and measuring inclusive leadership. This includes maintaining an Employee Engagement Index above the global external benchmark; and – enhance CSL’s external reputation for diversity and inclusion to attract and retain talent. This includes a 10% increase in partnerships across all major operating areas when it comes to female leaders, ethnicity, disability, and women in STEM. CSL’s Gender Diversity Profile The following graphs highlight the proportion of women and men on the Board, in senior executive positions (senior director and above), people managers with three or more direct reports as well as all employees across the whole organisation as at 30 June 2020. 9 Board Members Female 44% Male 56% 450 Senior Executives Female 30% Male 70% 3,385 People Managers Female 44% Male 56% 27,009 All Employees Female 57% Male 43% CSL Limited Annual Report 2020 44 Promising Futures 10