Version Control Revision 1.0 DMS Number 25637 Scope of Application Document owner Approver All Workers of Pacific Brands Limited and all subsidiary companies globally Group General Manager HR Board Published Date August 2014
Table of contents Introduction 3 Scope 3 Policy 3 Diversity Strategy 3 Diversity at Pacific Brands 4 Employee engagement 5 The role of the Board and the Remuneration Committee 5 Reporting and measuring diversity 5 Related Policies 5 Page 2 of 5
Introduction Pacific Brands recognises the value of attracting and retaining employees from different backgrounds with varied knowledge, abilities and experiences and is committed to creating a working environment that is fair and flexible; promotes personal and professional growth; and benefits from the capabilities of its diverse workforce. We recognise that diversity in our workforce contributes to our business success and benefits our employees, customers, consumers and shareholders. Leveraging diversity in our workplace delivers a strong competitive advantage. Our aim is to ensure that our business policies, procedures and behaviours promote diversity and create an environment where individual differences are valued. Scope This policy applies to all employees (including directors, executives and managers) and contractors of Pacific Brands and its subsidiary companies, globally. Policy Pacific Brands recognises and values the contribution of people with differences in capabilities, experience and perspectives. Diversity encompasses gender, age, experience, education, ethnicity, religious and cultural backgrounds as well as other dimensions such as lifestyle and family responsibilities. At Pacific Brands, we are committed to: a workplace which is free from discrimination, harassment, bullying, victimisation and vilification; treating employees fairly and with respect; a workplace culture that is inclusive and embraces individual differences; equal employment opportunities based on ability, performance and potential; making all staff aware of their rights and responsibilities with regards to fairness, equity and respect for all aspects of diversity; flexible work practices and policies to support employees and their changing needs; attraction, retention and development of a diverse range of talented, energetic and committed people. Diversity Strategy Our diversity strategy includes setting measurable objectives for achieving diversity at different levels throughout Pacific Brands. The Company will set annual measurable objectives in relation to gender diversity and will seek the Board s endorsement of these objectives. The objectives and progress against them will be monitored by the Remuneration Committee on an ongoing basis and will be disclosed in the Annual Report. The Annual Report will also include information on the proportion of women in senior executive positions and women on the Board of Pacific Brands Limited. Page 3 of 5
Diversity at Pacific Brands To achieve a diverse and inclusive environment, we support the following programs and practices: Recruitment, selection and promotion Equal opportunity is integral to the recruitment and selection practices at Pacific Brands and we recognise the value of recruiting, selecting and promoting employees with different backgrounds, knowledge, experiences, perspectives and beliefs. Our recruitment and selection processes identify candidates with the most suitable knowledge, skills and experience for the relevant role. Remuneration Our role grading and remuneration review processes actively consider equity in both grading and remuneration and we will continue to develop strategies and initiatives to resolve any identified gaps. Career development and performance Our employees are encouraged to develop and progress their careers through opportunities that build on their skills, experience and potential. Opportunities for promotion and transfer are advertised to all employees to enable individuals to further develop their own career path with Pacific Brands. Talent and succession planning Pacific Brands undertakes talent and succession planning reviews annually with the objective of identifying high performing and high potential individuals across the organisation. Business unit reviews ensure that talent and succession decisions are equitable, consistent and aligned with our diversity principles. Diversity and respect in the workplace All employees are required to complete respect in the workplace training and this is followed by a refresher session every two years. This training raises awareness and encourages behaviour that supports a work environment free from discrimination and harassment. Flexible working arrangements Pacific Brands recognises the needs of individuals to balance family and personal lives with work. Sometimes individuals require flexible working arrangements and may, for a range of reasons, seek to alter their working arrangements. Pacific Brands will consider applications for flexible working arrangements on a case by case basis, considering the merit of the proposed arrangement, personal circumstances of the employee, the nature of the employment and the impact on the respective business area. In addition, Pacific Brands has in place policies covering paid parental leave, and part time / job share arrangements. Cultural and religious diversity Employees from different cultures and religions are welcomed and valued. Employees who have cultural or religious commitments are supported to participate in these activities through flexible work arrangements. Page 4 of 5
Gender diversity Gender equality at all levels of the organisation is a key component of our diversity strategy. This includes an equitable representation of women and men at all levels of management. Employee engagement Employees are consulted through surveys, focus groups and forums to gain insight into potential barriers to diversity. Pacific Brands uses the information gathered to address issues identified and take suitable action. The role of the Board and the Remuneration Committee The Pacific Brands Board of Directors has responsibility for the initial approval of this policy and any amendments made to it. The Board of Directors is also responsible for endorsing the measurable objectives set by management, to achieve gender diversity. The Remuneration Committee is responsible for: ongoing monitoring of the Diversity Policy and progress against achieving the measureable objectives reviewing the progress against the company s diversity strategy and identifying any changes or new initiatives required to improve diversity assessing (at least annually) the measurable objectives for achieving gender diversity reporting to the Board at least annually on the above Reporting and measuring diversity The executive will regularly measure and review diversity across the organisation and will report to the Remuneration Committee on its progress in achieving diversity within Pacific Brands. Pacific Brands will measure progress against the measurable objectives and report on this progress in its Annual Report. Related Policies The Diversity Policy is supported by various other policies, including: Recruitment and Selection Policy Respect in the Workplace Code of Conduct SH&E policies and procedures Leave Policies Working from home policy and procedure Page 5 of 5