Promising Futures Attracting and developing future leaders CSL maintains a variety of professional and personal development programs to meet evolving skill needs and foster career growth for employees and leaders. In the 2023/24 financial year, CSL launched CSL Academy to both inform and inspire employees and leaders about the Learning & Development programs, services and solutions available to them. CSL Academy reflects CSL’s investment in its people and contains a wide range of learning opportunities, including: • a dedicated Leadership Academy that hosts a suite of formal development programs aligned to different levels within the organisation, all anchored to CSL’s Leadership Capabilities; • a Professional Skills Academy, designed to provide employees with the ever-evolving knowledge and skills needed to support their professional development; • information on how to leverage Learning & Development Services and Solutions, including coaching, mentoring, 360 leadership assessments and future ways to work; • resources and guides on career and development planning; and • a Social Lounge where employees can join communities of practice and discussion forums. Additionally, CSL launched the Global Mentoring Program, bringing together mentors and mentees from around the world and improving collaboration, knowledge sharing and strategic capabilities across the organisation. Since its launch in the 2023/24 financial year, more than 750 colleagues have enrolled in this global mentoring program, of which 58% (of those that self-identified gender) are women and 42% are men. CSL also continued to advance its Frontline Leader (FLL) Program, providing foundational business and people management skills for supervisors and newly promoted managers across Manufacturing Operations. FLL is designed to enhance leadership and management skills, Human Resources & Legal compliance knowledge and Enterprise Operations business acumen. The program is offered at all CSL manufacturing sites. By the end of the 2023/24 financial year, some 1,403 frontline leaders will have participated in the program. Of those participants who self‑identified their gender, 51% are women and 49% are men. The Company’s early career programs for STEM talent help build CSL’s future talent pipeline around the globe. In Australia: CSL’s Australian Internship Program provides hands-on experience and learning and development opportunities with exposure to various teams and functions across the business. Interns can then apply for CSL’s Australian Graduate Program, a two-year, full-time opportunity including three 8-month rotations within or across functions. In EMEA: CSL’s EMEA Apprenticeship and Dual Study Programs in Germany and Switzerland strengthen the Company’s talent pipeline across multiple functions, including Manufacturing and R&D. Now in its second year, CSL’s EMEA Re-Start Plus Program in Germany began with 18 refugees with no professional experience who participated in an 11-month program to learn the skills of a Chemical Production Specialist. The program converted 11 students into the apprentice program for further education and incorporation into the CSL future talent pipeline and allowed us to extend the program to a more diverse audience, including people with disabilities. In North America: CSL’s North America Internship & Co-op Program attracts students enrolled in a four-year college or university. The program spans 12 to 26 weeks and builds on classroom theory to provide students with practical, hands-on experiences involving multiple CSL entities, functions and locations. Please refer to CSL’s Careers on CSL.com for more information about our early career and learning and development programs. Valuing colleagues’ contributions CSL strives to create an environment where people excel in their job and make meaningful contributions that drive superior performance and sustainable growth – all while demonstrating the CSL Values. CSL’s performance management framework enables its people to perform at their best, and the Company rewards them for it. CSL’s employees are well prepared to set clear goals linked to Company priorities, share feedback with each other regularly and embrace development opportunities while colleagues work together to deliver for CSL’s patients and to protect public health. Reinforcing the CSL Values, the performance management approach considers both ‘what’ CSL’s employees contribute and ‘how’ they contribute in terms of their behaviours. CSL’s Short-Term Incentive Plans differentiate and award bonus amounts that match CSL’s employees’ unique contributions and provide the highest rewards for its highest performers who achieve stretch objectives. Another way CSL recognises employee efforts is through CSL’s global recognition program, Celebrate the Promise. Established in 2020, Celebrate the Promise is an online platform that enables employees and leaders to recognise colleagues with a simple thank you or acknowledgement of a major accomplishment. Each recognition is tied to one of CSL’s Values (Patient Focus, Innovation, Integrity, Collaboration and Superior Performance). For significant achievements, employees may receive points, which can be used to purchase merchandise from an online catalogue. During the 2023/24 financial year, employees and leaders shared more than 92,400 global recognition moments, with Collaboration and Superior Performance being the top two most-recognised CSL Values. * As of 30 June 2024. 1,403 participants in Frontline Leader (FLL) Program* 92,400+ global recognition moments shared in Celebrate the Promise program* 38 Limited Annual Report 2023/24
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