In 2023, in Australia, we have advanced our efforts to support reconciliation efforts with Aboriginal and Torres Strait Islanders – the world’s oldest continuous living culture. We have formed an employee-led working group of 15 passionate representatives from across our business units and functions to develop CSL’s first Reconciliation Action Plan (RAP).
Working with Reconciliation Australia – the lead body for reconciliation that aims to inspire and build relationships, respect and trust between Aboriginal and Torres Strait Islander peoples and non-Indigenous Australians – we launched our Reflect RAP in September 2023.
Reconciliation Australia’s Reflect RAP structure provides a robust and proven framework for scoping and developing relationships with Aboriginal and Torres Strait Islander stakeholders, deciding on CSL’s vision for reconciliation and exploring our sphere of influence.
Learn more in CSL’s Reflect Reconciliation Action Plan
Diversity, Equity and Inclusion
Promoting Diversity, Equity and Inclusion
CSL’s success starts with a culture and workplace where people can do their best work and have promising futures, and we continue to invest in our people.
We strive to embed diversity, equity and inclusion (DE&I) in everything we do – from how we attract talent and support our employees to how we engage with the communities in which we live and work. People represent a variety of dimensions of diversity, including but not limited to: gender, nationality, ethnicity, disability, sexual orientation, gender identity, generation/age, socioeconomic status, marital/family status, religious beliefs, language, professional and educational background, and cultural experiences. Focusing on diversity alone is not enough. We also need our people to feel like they belong and welcome (inclusion) and experience fair treatment and access to opportunities (equity).
Our DE&I Strategy focuses on three pillars with multiyear, measurable objectives to ensure our ongoing progress.
- Diverse workforce: Build a more diverse workforce, including achieving positive progress toward gender diversity within management and senior executive levels, while reflecting ethnic, cultural and disability diversity, so that we bring a wide variety of viewpoints to the important decisions we make and problems we solve.
- Inclusive culture: Foster an inclusive culture in which all employees are respected, valued and inspired to do their best work, including implementing an internal global DE&I series to develop employees on inclusive behaviours and other DE&I topics.
- Marketplace reputation: Enhance our external reputation by partnering with organisations and suppliers who share our passion for DE&I and support us in achieving our objectives.
We review our progress toward meeting our long-term DE&I goals annually, identifying short-term objectives to address areas where additional attention is needed. In addition, we follow both representational data as well as key performance indicators to ensure our talent practices are inclusive and equitable.
CSL met its reporting requirements under the Australian Federal Government's Workplace General Equality Act (WGEA) and submitted its annual public report on 29 May 2023. View CSL's 2023 WGEA Report here. In accordance with the requirements of the Workplace Gender Equality Act 2012 (Act), you are invited to comment on the annual compliance report.