CSL Limited Annual Report 2021/22 37 7 Our People At CSL, we are driven by our promise to save and improve lives. Our highest priority is the safety and wellbeing of our people, donors and patients. Throughout this year, our employees, guided by our CSL Values, navigated ongoing challenges while they demonstrated remarkable agility and resiliency. The majority of our more than 30,000 global employees worked onsite in our manufacturing facilities and plasma donation centres to ensure our lifesaving medicines and vaccines were available to the patients and communities we have the privilege to serve. CSL’s success starts with a culture and workplace where people can do their best work and have promising futures, and we continue to invest in our people. Promoting diversity, equity and inclusion We strive to embed diversity, equity and inclusion (DE&I) in everything we do – from how we attract talent and support our employees to how we engage with the communities in which we live and work. People represent a variety of dimensions of diversity, 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. Focusing 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 and inclusion policy can be found on CSL.com (Our Company > Corporate Governance). We set annual DE&I objectives, with multiyear goals, aligned with the following pillars: • Diverse Workforce: build a more diverse workforce to bring a wide variety of viewpoints and ideas to the work that we do every day, including achieving positive progress toward gender diversity within management and senior executive levels, while reflecting ethnic, cultural and disability diversity; • Inclusion: foster an inclusive culture in which all employees are respected, valued and inspired to do their best work, including implementing an internal global DE&I series to develop employees on inclusive behaviours and other DE&I topics; and • Marketplace Reputation: enhance our external reputation by partnering with organisations and suppliers who share our passion for DE&I. We continue to make positive strides in our diversity makeup and aim to achieve greater diversity in the composition of our senior executive and management populations. Looking at our year-end gender composition as of 30 June 2022, the following graphs highlight the proportion of women and men on the CSL Board of Directors, in senior executive positions (senior director and above), people managers with three or more direct reports as well as all employees across the entire organisation. 9 Total Female 44% Male 56% 576 Total Female 31% Male 69% 3 To Female Male 54 Board* Target 30% representation by either gender Senior Executive* Target 40% by FY30 People M Target 5 9 Total Female 44% Male 56% 576 Total Female 31% Male 69% 3,741 Total Female 46% Male 54% 30,398 Total Board* Target 30% representation by either gender Senior Exec tive* Target 40% by FY30 People Manager* Target 50% by FY25 All Employees* Female 61% Male 39% * Limited assurance by Ernst & Young. Percentage data for Senior Executive, People Manager and All Employees excludes 100 employees with unspecified gender. Our long-term gender targets We have set a People Manager target of 50% female representation and will continue to pursue this target and look to achieve it by 2025. For Senior Executives, we have set a target of 40% female representation by 2030. In accordance with the requirements of Australia’s Workplace Gender Equality Act 2012 (Act), CSL lodged its annual public report with the Workplace Gender Equality Agency (WGEA). A copy of this report is available at CSL.com (Our Company > Corporate Responsibility > Workplace).
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