CSL Ltd Annual Report 2020

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. New this year, CSL launched a global Employee Referral Program based on the belief that our employees are a strong resource for identifying talented people who share our passion for patients and our commitment to living our values. Under the program, employees receive a bonus for referring qualified candidates who are ultimately hired. Since the program started in March, we have received over 2,600 referrals. Promoting a diverse talent pipeline while positively contributing to the global community A new CSL Refugee Internship Program in Marburg, Germany, aims to build our talent pipeline, promote diversity, and compassionately contribute to the global community. The program provides international refugees from countries such as Syria, Iran and Pakistan the opportunity to intern with CSL and then potentially move into an apprenticeship or employment. There are two paths available depending on the individual’s qualifications. – Those with professional experience or education participate in a four-month internship designed to develop the knowledge and skills necessary to perform key CSL roles in areas such as production, engineering, quality and research and development (R&D). – Participants who lack professional credentials or formal training participate in an 11-month program focused on building skills to serve as a technical assistant in biomedical production followed by a CSL apprenticeship for another two years. Both programs include a mix of technical skills as well as capabilities required to be successful at CSL, including teamwork, giving/receiving feedback, our CSL Values, etc. The first ‘class’ of 11 refugees has resulted in positive outcomes – two participants have accepted full-time positions while seven others are planning to transfer into apprenticeships in September 2020. The next program is scheduled to start in October 2020. Our multigenerational workforce includes employees ranging from ages 16 to 81. Baby Boomers (1946–1961) 8% Generation X ( 1962–1979) 37% Generation Y (Millennials) (1980–2000) 54% Generation Z (2001+) 1% CSL’s Generational Diversity Profile Data as of 30 June 2020 and includes all employees globally where birthday is recorded (98% of population). CSL is assessing the global legal landscape in order to be able to capture demographic information related to race, disability, ethnicity and other diversity classifications. This information will be used to measure and further focus our efforts as we strive to ensure we have the broadest array of diversity within our employee population at CSL. CSL Limited Annual Report 2020 45