CSL Limited Annual Report 2022/23 40 Our highest priority is the safety and wellbeing of our employees, donors and patients. Guided by our Values, CSL’s success starts with a workplace where our people can do their best work and continue to develop and grow. Most of CSL’s employees work onsite in manufacturing facilities or plasma donation centres to produce life-saving medicines and vaccines for those we have the privilege to serve. The diverse perspectives, backgrounds and experiences of our more than 32,000 colleagues around the world strengthen our company, inspire our innovation and make CSL an engaging place to work. Fostering a diverse and inclusive culture helps us better understand and connect with our donors, patients and other stakeholders. Building a diverse workforce, inclusive culture and equitable organisation Our Diversity, Equity & Inclusion (DE&I) agenda focuses on building a diverse workforce, an inclusive workplace and an equitable organisation. Therefore, DE&I is embedded 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. We consider diversity in the broadest terms, including gender, nationality, ethnicity, disability, sexual orientation, gender identity, generation/age, socioeconomic status, marital/family status, religious belief, language, professional and educational background, and cultural experience. Focusing on diversity alone is not enough. We also invest in our culture and managers’ skills to ensure our people feel like they belong (inclusion), and they are treated fairly and have equal access to opportunities (equity). CSL’s Global Diversity and Inclusion Policy is available on CSL.com (We Are CSL > Corporate Governance > Core Policies). Our DE&I Strategy focuses on three pillars with multiyear, measurable objectives to ensure our ongoing progress. • Diverse workforce: Build a more diverse workforce, including achieving positive progress toward gender diversity within management and senior executive levels, while reflecting ethnic, cultural and disability diversity, so that we bring a wide variety of viewpoints to the important decisions we make and problems we solve. • Inclusive culture: 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. • Marketplace reputation: Enhance our external reputation by partnering with organisations and suppliers who share our passion for DE&I and support us in achieving our objectives. We review our progress toward meeting our long-termDE&I goals annually, identifying short-term objectives to address areas where additional attention is needed. In addition, we follow both representational data as well as key performance indicators to ensure our talent practices are inclusive and equitable. We continue to make positive strides in our workforce demographics as we aim to achieve greater diversity in the composition of our senior executive and people manager populations. Looking at our year-end gender composition as of 30 June 2023, the following charts, which include employee data from our CSL Vifor business unit since it joined the CSL family in 2023, highlight the proportion of women and men on the CSL Board of Directors, in senior executive positions (senior director and above), in the role of people managers (with three or more direct reports) as well as all employees across the entire organisation. Gender Composition 9 Total Women 44% Men 56% 696 Total Women 32% Men 68% 4,217 Tota Women 45 Men 55% Board of Directors* ASX Guidance: 30% representation by either gender Senior Executive* Goal: 40% women by FY30 People Man Goal: 50% w by FY25 9 Total Women 44% Men 56% 696 Total Women 32% Men 68% 4,217 Total Women 45% Men 55% 31,801 Total Women 59% Men 41% Board of Directors* ASX Guidance: 30% representation by either gender Senior Executive* Goal: 40% women by FY30 People Manager* Goal: 50% women by FY25 All Employees* * Limited assurance by Ernst & Young. Includes all employees globally (including CSL Vifor data); % calculations exclude 264 employees with unspecified gender. These 264 employees are excluded from the total counts. 7 CSL’s People
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