Employee Relations

We aim for direct, open and timely communication with employees, and appropriate consultation on employment matters. Globally we operate with a range of models: direct relationships with employees; union representation; staff committees; and works councils. We respect the right of employees to seek representation and to enter into collective bargaining arrangements and we maintain constructive relationships with employee representatives.

In 2017, CSL’s Board of Directors approved our second Statement on the Prevention of Human Trafficking, Slavery and Forced Labour. The Statement details steps taken across the organisation to address modern slavery. CSL published its first statement in 2016.

Diversity

Workforce diversity is essential to CSL’s growth and long-term success. As outlined in the Code of Responsible Business Conduct, CSL aims to respect and encourage diversity in all its forms, including gender, age, ethnicity, sexual orientation, and cultural background.

In addition, CSL’s Diversity Policy sets out in detail our commitment. The policy outlines the importance of diversity and inclusiveness to CSL and how, as a Company, we will incorporate diversity into our business practices. Each year, CSL develops specific gender diversity objectives, which will ensure we continue to build strong and consistent systems and processes to further support a diverse workplace. Disclosure and progress towards our objectives are available in our Annual Report (online or PDF) and Shareholder review.

CSL met its reporting requirements under the Australian Federal Government's Workplace General Equality Act (WGEA) and submitted its annual public report on 5 June 2017. View CSL's 2017 WGEA report. In accordance with the requirements of the Workplace Gender Equality Act 2012 (Act), you are invited to comment on the annual compliance report.