Generational profile CSL’s multigenerational workforce includes employees ranging in ages from Baby Boomer (born 1946–1961) to Generation Z (born after 2001). Millennials (born 1980–2000) represent the majority of CSL’s workforce. Ethnic & disabled workforce composition ‘Count Me In’ Self-Identification Campaign: To better understand CSL’s current workforce demographic mix, the Company launched a self-identification campaign in three of its larger geographies – Australia, Switzerland and the United Kingdom. After verifying the legal and cultural viability of this effort, CSL invited employees in these countries to voluntarily share their ethnicity. Additionally, CSL invited employees in Australia and Switzerland to disclose their disability status. Employees in the United States already share their ethnicity and disability status. At the time of this publication, the data received was not representative of the employee populations in these newly added countries and therefore not reported below. In FY26 as we expect disclosures to increase, we expect to report ethnicity and disability data in these newly added countries also. CSL’s Ethnic Profile (United States): Representation of ethnic diversity has increased in the United States by 2%. Currently, CSL’s ethnically diverse talent represents 57% of its workforce in the United States. See the chart on page 35 for more information. CSL’s Disability Profile (Germany and United States): CSL continues to focus on disability inclusion worldwide and, while the Company expands its disability status metrics in various geographies, it continues reporting its progress in the United States and Germany. Disability Status (United States): The percentage reflecting the representation of employees with disabilities in the United States increased from 8% at the end of the 2022/23 financial year to 11% in the 2023/24 financial year. This increase can be attributed to the rollout of a voluntary disability status disclosure campaign among employees in the United States that CSL launched in early 2024. This campaign focused on data collection and compliance as well as on engendering more trust and awareness through information-sharing and educational activities. Disability Status (Germany): Representation of people with disabilities remains at 6% in Germany. FY25 goal status: At 53%, CSL has exceeded its goal to increase the ethnic diversity and disability representation in CSL’s People Manager population in the United States to 46% by the 2024/25 financial year. CSL Australia’s Reflect Reconciliation Action Plan (RAP): Following on from the launch of the Company’s plan in September 2023, the RAP Working Group (WG) has steadily worked through with commitments, with good progress being made A highly engaged working group and employee volunteers, CSL seeks to do its part in building better relationships, and increasing understanding and fostering mutual respect between Aboriginal and Torres Strait Islander peoples and nonIndigenous peoples for the benefit of Australia. Collaborating with suppliers on inclusion and belonging CSL is seeking to drive diversity, equity and inclusion across its value chain by promoting inclusion and belonging among key suppliers, setting higher supplier diversity targets and providing support for diverse suppliers. CSL aims to achieve its goals in this area by 2030, by intending that 50% of our supply base (by spend) to have publicly available inclusion and belonging policies that promote respect and diversity of thought or provide diverse teams for CSL’s accounts in line with CSL’s diversity agenda. Additional goals are being established, and we expect to disclose them in the coming years. CSL’s Procurement team identified 10.4% of total spend in CSL Australia’s supply base (CSL Behring and CSL Seqirus Australian manufacturing facilities) as attributed to small business suppliers. In the United States, CSL tracked its spend for CSL Behring at 20.2% and for CSL Seqirus at 19.3% for both diverse and small business spend, which compared favourably to the Veterans Affairs target of 17.5%. In Australia, the Procurement team collaborated with the RAP WG, signing a contract with Supply Nation to identify and work with suppliers from Aboriginal and Torres Strait Islander groups. CSL believes shared value outcomes are possible by enabling the business benefits of diversity, such as increased access to innovative thought, specific capabilities and supply chain resiliency with its major suppliers and in alignment with CSL’s commitment for equal opportunity and inclusion. Please refer to the Diversity Section of CSL’s Corporate Governance Statement for more information about the Company’s commitment to DE&I and its ongoing progress. 15% 5% 0% 10% United States Germany 0 5 10 15 11% 6% CSL’s Disability Profile 37
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