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9
CSL Lꢆꢇꢆꢅꢂꢈ Annual Report 2012-2013
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rehabilitation;
Gender Diversity at CSL
In every country in which CSL operates, the
Company complies with legislated diversity
reporting requirements. In Australia, CSL
met its reporting requirements under
the Federal Government’s Workplace
Gender Equality Act 2012 (Cth), including
submitting an annual public report on
31 May 2013 in accordance with the Act
professional behaviour;
recognition of service; and
As at 31 March 2013, females represented
55% of CSL employees , 40% of CSL’s
management staff and 32% of the CSL
Group’s most senior positions (that is, Vice
President and above levels). In the first
half of 2013, of four new appointments at
the Vice President level, three have been
females.
disciplinary action and employee
counselling;
•
ꢀ ꢀt heꢀcommunity,ꢀincorporatingꢀpolicyꢀ
statements on charitable donations;
(
WGEA Report). A copy of the ‘workplace
•
ꢀ environmentalꢀmanagement;ꢀand
ꢀ complianceꢀwithꢀtheꢀCode.
profile’ section of the Company’s WGEA
Report is available on the CSL website.
•
The CSL Board and Senior Management
believe that the strong gender diversity
position within the Company is
fundamentally the result of the Company’s
highly inclusive culture, which benefits
from all forms of personal diversity.
In accordance with the Code, the Company
is committed to ensuring that employees,
contractors, suppliers and partners are
able to raise concerns regarding any
illegal conduct or malpractice and to have
such concerns properly investigated. This
commitment is implemented through the
Company’s internal Whistleblower Policy,
which sets out the mechanism by which
employees, contractors, suppliers and
partners can confidently, and anonymously
if they wish, voice such concerns in
a responsible manner without being
subject to victimisation, harassment or
discriminatory treatment. For example,
employees, contractors, suppliers and
partners can report concerns, anonymously
if they wish, through the Company’s
website to the Company’s independently
operated Whistleblower Hotline.
CSL sponsored an Australian Women
in Leadership study undertaken by the
Committee for Economic Development
of Australia (CEDA), a leading not for
profit organisation that provides thought
leadership and policy perspectives on
the economic and social issues affecting
Australia. The study examines three issues:
women in society, women in the workforce
and women in leadership. A case study
on the development of a childcare centre
at the Company’s Parkville site has been
included in the CEDA report.
The CSL Board and executive team will
continue to monitor the percentage of
females in senior leadership positions
and will seek to maintain the level of
female participation at or above 30%
for Senior Executive roles (Vice President
and above) and at or above 40% for
other Management roles. The Company
is pleased to note that these levels were
achieved for the 2012/2013 financial year.
7.3.2 Progress against measurable
objectives for 2012-2013:
The CSL Board has announced the
appointment of a female director,
In the Company’s 2012 Annual Report,
CSL announced 4 measurable objectives
for achieving gender diversity to be
undertaken in 2012-2013 financial year.
The Board is pleased to report that all
objectives were met:
Marie McDonald, who joined the CSL
Board on 14 August 2013. Following
this appointment, there are two female
representatives on the current CSL Board,
which will represent 25% of the Board
(upon the retirement of Ian Renard at the
2013 Annual General Meeting).
The Code has been distributed to all
employees and an enhanced training
program will be implemented across the
CSL Group.
•ꢀ iꢇꢃlꢂꢇꢂꢀꢅ ꢅhꢂ Glꢄꢉal Sꢄꢁrcꢆꢀg,
Rꢂcrꢁꢆꢅꢇꢂꢀꢅ aꢀꢈ Sꢂlꢂcꢅꢆꢄꢀ
prꢆꢀcꢆꢃlꢂs ꢅꢄ fꢁrꢅhꢂr sꢁꢃꢃꢄrꢅ gꢂꢀꢈꢂr
ꢈꢆvꢂrsꢆꢅy:
The Company expects its contractors and
suppliers to comply not only with the laws
of the countries in which they operate,
but also with internationally accepted
best practice. It therefore expects that its
contractors and suppliers also observe the
principles set out in the Code.
Each year, the Board undertakes a detailed
and focussed review of gender metrics
across all areas where management
discretion can be said to operate – this
includes matters connected with talent,
performance, remuneration decisions and
access to leadership learning. A range of
gender metrics are compiled both globally
and by country of employment.
A global project team worked on the
implementation of the Company’s
Global Sourcing, Recruitment And
Selection Principles (the Principles) at
both the global and site level. A range
of activities were undertaken to ensure
that the Principles are embedded in
the policies and processes of every CSL
business. Actions included: the review
of recruitment and selection policies,
the revision of learning programs on
recruitment and selection for managers,
and communication with recruitment
partners to ensure their understanding
of CSL’s position on diversity. This
objective has been completed.
A copy of the Code can be accessed in
multiple languages on the Company’s
website.
In addition to CSL’s global commitment to
diversity, the Company also encourages
our local businesses in the 27 countries in
which CSL operates to undertake gender
diversity and family-friendly initiatives that
are aligned with local practice and culture.
7
.3 dꢁꢐꢆꢈsꢁꢊꢍ
7
.3.1 Diversity at CSL
CSL recognises its talented and diverse
workforce as a key competitive advantage
and its business success as a reflection
of the quality and skill of its people. The
Company is committed to seeking out and
retaining the best talent to ensure strong
business growth and performance.
The CSL Board is informed of these local
gender diversity initiatives during regular
Board visits to sites and businesses. In
2012/2013, the Board reviewed specific
diversity initiatives during visits to Bern
in Switzerland and Marburg in Germany.
For example, in Germany, CSL supports
working parents over the long summer
school holidays by offering a Holiday
Program for children of staff. In August
•ꢀ exꢅꢂꢀꢈ ꢄꢁr cꢄꢇꢇꢆꢅꢇꢂꢀꢅ ꢅꢄ
ꢆꢀꢈꢆvꢆꢈꢁally fꢄcꢁssꢂꢈ ꢈꢂvꢂlꢄꢃꢇꢂꢀꢅ
ꢉy rꢂqꢁꢆrꢆꢀg ꢅhaꢅ ꢆꢀꢈꢆvꢆꢈꢁal
Diversity benefits individuals, teams, the
Company as a whole and its customers.
CSL recognises that each employee
brings to his or her work a unique set of
capabilities, experiences and characteristics.
All forms of diversity (including but not
limited to gender, age, ethnicity and
cultural background) are valued at all levels
within the Company.
ꢈꢂvꢂlꢄꢃꢇꢂꢀꢅ ꢃlaꢀs arꢂ ꢆꢀ ꢃlacꢂ
fꢄr all ꢂꢇꢃlꢄyꢂꢂs whꢄ arꢂ Sꢂꢀꢆꢄr
dꢆrꢂcꢅꢄr lꢂvꢂl aꢀꢈ aꢉꢄvꢂ, arꢂ
caꢀꢈꢆꢈaꢅꢂs fꢄr a Sꢂꢀꢆꢄr dꢆrꢂcꢅꢄr
lꢂvꢂl ꢄr aꢉꢄvꢂ ꢃꢄsꢆꢅꢆꢄꢀ, ꢄr arꢂ
cꢄꢀsꢆꢈꢂrꢂꢈ ꢅꢄ havꢂ Sꢂꢀꢆꢄr dꢆrꢂcꢅꢄr
lꢂvꢂl ꢄr aꢉꢄvꢂ ꢃꢄꢅꢂꢀꢅꢆal:
2013, 120 children of Marburg Staff, aged
between 9 and 14, participated in a range
of activities including cooking, English
classes and trail walks.
This initiative aimed to further
strengthen existing practices, create
more consistency in development
planning and ensure all senior
employees, and those with potential,
have an individual approach to
As outlined in the Code, CSL aims to
respect and encourage diversity in all its
forms.
