At CSL, we aim to provide a positive working
environment for all our employees. We are
committed to treating our people in a lawful
and fair manner, and seek to engender a
workplace culture of mutual trust and respect.
Our Code of Responsible Business Practice
sets our approach and is supplemented by a
number of global and local policies that set
down obligations and practices for workplace
standards across the many regions in which
we operate. CSL believes the aspect of human
rights is more relevant to our supply chain (see
suppliers for more information).
The prevention of human trafficking, slavery and forced labour (modern slavery)
CSL's second edition of our Code of Responsible Business Practice
(CRBP) defines the standards of behaviour expected of all our
employees, contractors, suppliers and distributors. Our CRBP:
- Recognises the right of every child to be protected from economic
- Supports the right of every employee to be legally employed;
- Allows employees the right to seek representation (i.e. from a
trade (labour) union or employee association) without fear of
intimidation, reprisal or harassment;
- Ensures employees receive payment that meets or exceeds the
minimum wage in all jurisdictions; and
- Prohibits less favourable treatment of a person on the basis of
gender, age, race, religion, disability and sexual orientation.
Over the reporting year, CSL undertook a number of steps to prevent
and mitigate modern slavery in our direct operations and in our supply
chain (for more on supply chain actions taken, see suppliers).
- CSL has commenced a review of the second edition of our CRBP to
ensure it is current with industry standards and developments, and
stakeholder expectations. We will release an updated version of the
CRBP in 2017.
Our direct operations
- CSL has appropriate systems and processes in place to ensure changes
in wage regulation are applied across all entities and geographies. In
addition, wage reviews are undertaken annually across groups and
within select employee categories on an as-needed basis and are
reported to the Human Resources and Remuneration Committee of the
CSL Board. In 2015/16, these reviews resulted in immaterial changes.
- In some regions where CSL operates, employee union/enterprise
agreements (EA) set out expectations for wage increases and
entitlements. Employees not under an EA are covered by individual
employment agreements and in all cases these agreements remunerate
at or above minimum wage. In 2015/16, EAs in Kankakee, US, and for
eligible Australian employees were successfully negotiated.
- For employment to proceed, all candidates must provide applicable
proof of eligibility to work (e.g. proof of age, qualification or
immigration status). Under no circumstance will CSL retain or hold
the original of an individual’s proof of eligibility to work (e.g. visa,
- Stakeholders, including employees, are able to anonymously (where
permissible by law) bring instances of inappropriate conduct to our
attention via CSL’s global whistleblower process. From 1 July 2015 to
30 June 2016, no instances related to human trafficking or slavery and
forced labour were raised for the attention of management.
A Board-approved copy of CSL’s Statement on the Prevention of Human
Trafficking, Slavery and Forced Labour (Modern Slavery) can be found on