CSL Limited Annual Report 2021/22 41 Caring for our people The health and well-being of our employees is a top priority at CSL, and we have implemented numerous programs to enhance our support of employees’ physical, emotional and financial health especially in light of the pandemic. Enhancements have included: • offering employees two wellness days in 2022 as we did in 2021; • expanding Employee Assistance Programs across all locations and offering eight sessions to all employees and their dependents at no cost; • introducing Headspace, a mental health and well-being app, to employees in nearly all locations; • augmenting CSL’s existing leave offerings by providing more options to assist global caregivers with paid time off and accommodate those who need additional time away fromwork; • reviewing and adjusting health and risk coverage in all major geographies to ensure employees have access to care specifically needed in light of COVID-19, including coverage for death and disability, inpatient and outpatient services, COVID-19 testing, vaccination and telemedicine; • introducing a charitable matching contribution program for employees in the US and Australia; • providing family forming benefits and gender affirmation coverage to employees in US locations; and • offering employees in U.S. locations additional support to help them find and pay for back-up care for children, elders and pets. As our people balance a variety of professional and personal demands, we continue to support workplace flexibility. We established a hybrid work environment for those whose roles permit remote work and embedded an ongoing emphasis on safety and enhanced recognition for essential employees. Building a sustainable workforce At CSL, our people are our greatest asset, and ensuring we have a sustainable workforce is critical to our business growth and sustained success. In 2022, we continued to execute on our sustainability strategy with a focus on: • Raising awareness, visibility and action, including the promotion of sustainability across the end-to-end working experience; • Communicating to and involving employees in programs that maximise diversity, equity and inclusion; and • Ensuring all employees have access and opportunity to engage with community-giving programs and volunteering for local needs. Employee response to the company’s sustainability efforts has been positive. According to the 2022 Employee Engagement Survey, 78.2%* said they feel good about the ways CSL contributes to the community – up 2.5 points year over year and on par with the global external benchmark maintained by our survey administrator. Safety and wellbeing CSL is committed to providing safe, healthy and secure workplaces for our employees, other persons present on our premises and the communities in which we operate. Our Environmental, Health and Safety (EHS) Management System seeks to uphold our EHS principles that aim to keep people safe, protect the environment and build trust internally and externally. Each year, CSL establishes robust key performance indicators to measure our adherence to our values and drive improved results. The EHS teamworks collaboratively with site operations management and employees to proactively identify and correct workplace hazards and risks, strengthen communication, define roles and responsibilities and promote a company-wide culture of safety at all of our manufacturing, laboratory and office locations. Over this reporting period we continued the implementation of Enablon®, a cloud-based EHS software solution utilised by all employees, contractors, and visitors for event reporting, incident investigation, inspections, corrective measures and metrics. Enablon® is utilised to standardise and modernise safety reporting and processes across the organisation. As part of our commitment to continuously improving our EHS performance, a global review of our management system against ISO 14001 & 45001 was conducted during the year, and an update to the system and implementation is planned for next financial year. Our Health and Safety Performance* Total Recordable Injury Frequency Rate (TRIFR)† (per million hours worked) Year Targets‡ Results‡ 21-22 Non-CSL Plasma sites ≤3.5 1.39 CSL Plasma ≤10.8 10.67 Fatalities (employees and contractors)^ 0 0 20-21 Non-CSL Plasma sites ≤3.5 1.88 CSL Plasma ≤10.8 11.20 Fatalities (employees and contractors)^ 0 0 * Limited assurance by Ernst & Young. † Total Recordable Injury Frequency Rate (TRIFR) is the rate of injuries resulting in a fatality, lost time fromwork ≥ one day/shift, and medical treatment beyond first aid calculated as TRIFR = (# Injuries) x(1,000,000)/(hours worked). Includes employees and workers directly supervised by an employee. ‡ Data is calculated over a 36-month period of time. Targets are set at 50% of the 36-month industry average for the period published. Data is separated into CSL Plasma and non-CSL Plasma sites to account for the difference in the inherent hazards in plasma collection centres as compared to manufacturing facilities and the resulting differences in how industry data is published. ^ Applies globally to all operations and employees, including parttime employees, contracted employees, and temporary employees (or other individuals) whose work is directly supervised by a CSL employee. This includes contracted employees that performwork that is directly related to the company’s core work and provide work direction from the Company. Does not apply to independent contractors: who perform non-core servicing, maintenance or construction related work. Work performed by an independent contractor is not controlled nor directed by CSL and its entities but by the hired party. *Limited assurance by Ernst & Young
RkJQdWJsaXNoZXIy MjE2NDg3