CSL Limited Annual Report 2022/23 45 Over the reporting period, in Australia, we have advanced our efforts to support reconciliation efforts with Aboriginal and Torres Strait Islanders – the world’s oldest continuous living culture. We have formed an employee-led working group of 14 passionate representatives from across our business units and functions to develop CSL’s first Reconciliation Action Plan (RAP). Working with Reconciliation Australia – the lead body for reconciliation that aims to inspire and build relationships, respect and trust between Aboriginal and Torres Strait Islander peoples and non-Indigenous Australians – we seek to launch our Reflect RAP in the second half of 2023. Reconciliation Australia’s Reflect RAP structure provides a robust and proven framework for scoping and developing relationships with Aboriginal and Torres Strait Islander stakeholders, deciding on CSL’s vision for reconciliation and exploring our sphere of influence. In 2022, we interviewed employees across our regions to help shape the scope and design of expanding our workplace giving programs beyond existing initiatives in the United States and Australia. Additionally, we explored a range of technology-based solutions to support the expansion. While we consider various options, CSL continues to support humanitarian relief efforts in geographies where our businesses operate (see page 58 for more information). We are excited about the prospect of enabling more employees to engage in local community-giving efforts, both through the donation of dollars and the contribution of time and talents. Promoting 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, plasma, laboratory and office locations. Enablon®, a cloud-based EHS software solution has been implemented across the enterprise and is available for all employees, contractors and visitors to use for event reporting, incident investigation, inspections, corrective measures and metrics. Enablon® is a tool that allows CSL to standardise and automate safety reporting and processes across the organisation. As part of CSL’s commitment to continuously improving our EHS performance, CSL has updated many key aspects of the EHS Management System. These updates include improvements to core EHS elements of audit and governance, management review, incident reporting classification and escalation. Our people are our most valuable asset. CSL continues to develop, implement, and improve our employee health and safety processes and programs to further promote a strong and inclusive safety culture. In 2022/23, CSL initiated a new global EHS committee to enhance our global health and wellness programs, bringing together health advocates from all over the CSL network to develop a global health and wellness plan for deployment in 2023/24. The work in health and wellness will be paired with an investment into CSL’s EHS culture and employee engagement processes, to further strength the employee experience in all areas of environmental health, safety and sustainability. Our Health and Safety Performance* Total Recordable Injury Frequency Rate (TRIFR)† (per million hours worked) Year Targets‡ Results‡ 22-23 Non-CSL Plasma sites# ≤3.5 0.94 CSL Plasma ≤10.8 12.1 Fatalities (employees and contingent workers)^ # 0 0 21-22 Non-CSL Plasma sites ≤3.5 1.39 CSL Plasma ≤10.8 10.67 Fatalities (employees and contingent workers)^ 0 0 20-21 Non-CSL Plasma sites ≤3.5 1.88 CSL Plasma ≤10.8 11.20 Fatalities (employees and contingent workers)^ 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 CSL employee. ‡ Data is calculated over a 36-month period of time. 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. ^ Applies globally to all operations and employees, including part- time employees, contracted employees, contingent workers, and temporary employees (or other individuals) whose work is directly supervised by a CSL employee. This includes contingent workers 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. # Includes CSL Vifor, Switzerland manufacturing facility and head office following the acquisition in August 2022. While remaining low in relation to industry benchmarks, incident rates over the reporting period in CSL’s plasma collection centres closed the year above target. Contributing factors include improved reporting via the deployment of the Enablon incident reporting system software, the continued growth of our plasma network, and the increased onboarding (due to turnover) of new employees. Several measures have been implemented to control the increase in non-serious incidents, and the associated impact on CSL Plasma’s safety performance.
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