CSL’s strategy aims to strengthen its DE&I outcomes with multiyear, measurable objectives and focuses on three specific pillars: • Diverse workforce – build a diverse talent pipeline to bring a wide variety of viewpoints, lived experiences and ideas to the meaningful work we do every day; • Inclusive culture – foster an inclusive culture where all employees are respected, valued and inspired to do their best work; and • Community impact – provide equal access to opportunities for employees and suppliers, while helping to build strong communities. CSL regularly reviews its progress toward achieving our DE&I goals and identifies actions to address areas needing additional attention. The Company also closely follows both representational data as well as key performance indicators to ensure its talent practices are inclusive and equitable. Illustrative of this approach and as part of CSL’s Sustainability Strategy, the Company seeks to contribute to building healthier communities through two key focus areas – talent and culture, and suppliers, with a focus on inclusion and belonging. CSL’s ambition is to attract, develop and retain top talent with a diversity of identities, cultures, backgrounds, skills and lived experiences through robust talent pipelines, personalised development journeys and an embedded culture of inclusion where all backgrounds and perspectives belong, develop and thrive. To further support our ambition, we seek to establish a robust pipeline of CSL Plasma talent, our largest workforce within CSL, with defined career pathways and opportunities for progression. Additionally, CSL intends to provide a variety of programs and resources for managers and employees to create personalised development journeys with tailored learning content to ensure high-quality onboarding, upskilling and continuous learning. Gender composition CSL continues to strive for increased gender diversity, particularly among its senior executives (senior director and above) and people managers (those with three or more direct reports). In order to recognise and respect the option that employees have to disclose as nonbinary or not to disclose their gender, CSL has updated its approach to stated representation goals. Accordingly, CSL’s updated long-term gender goals are: • Board of Directors (going forward): minimum 40% women/minimum 40% men/20% either women, men, nonbinary or prefer not to disclose gender • Senior Executive (by the 2029/30 financial year): minimum 40% women/minimum 40% men/20% either women, men, nonbinary or prefer not to disclose gender • People Manager (by the 2024/25 financial year): minimum 45% women/minimum 45% men/10% either women, men, nonbinary or prefer not to disclose gender Promising Futures 36 Limited Annual Report 2023/24
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