CSL Ltd Annual Report 2021

In 2021 our highest priority was the safety and wellbeing of our people, donors and patients. Guided by our Values, our CSL employees navigated unprecedented challenges while demonstrating remarkable agility and resiliency. The majority of our 25,415 (as at 30 June 2021) global employees worked onsite in our manufacturing facilities and plasma donation centres to ensure our lifesaving medicines and vaccines were available to patients and communities. While it was a challenging year, we remained committed to investing in our people. CSL’s success relies on creating a culture and workplace where people can do their best work and have a promising future. Diversity, Equity and Inclusion (DE&I) We work to embed diversity, equity and inclusion in everything we do – from how we attract talent and support our employees to how we engage with the communities where we live and work. CSL defines 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. However, a focus on diversity alone is not enough. We also need our people to feel like they belong (inclusion) and experience fair treatment and access to opportunities (equity). CSL’s global diversity policy is integral to our talent and culture strategies. We set annual diversity objectives. Our current 2021/22 fiscal year objectives are to: 1 build a more diverse workforce in order to bring a wide variety of viewpoints and ideas to the work that we do every day – this includes introducing a DE&I Leader Accountability Model to ensure all CSL leaders understand their important role and responsibilities in this area; 2 foster an inclusive culture where all employees are respected, valued and inspired to do their best work – this includes expanding our new Promising Futures scholarship to non-US locations; and 3 enhance our external reputation by partnering with organisations and suppliers who share our passion for DE&I. 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 2021. 10 Promising Futures 7 Board Female 43% Male 57% 498 Senior Executives Female 30% Male 70% 3,418 People Managers Female 44% Male 56% 25,415 All Employees Female 57% Male 43% Our workforce is multigenerational ranging from Baby Boomer to Generation Z. Generation Y (Millennials) (1980–2000) 53% Generation X ( 1962–1979) 38% Baby Boomer (1946–1961) 7% Generation Z (2001+) 2% CSL’s Generational Diversity Profile Data as of 30 June 2021 and includes all employees globally where birthday is recorded (98% of population). CSL Limited Annual Report 2020/21 50