OUR PEOPLE OUR GOVERNANCE SUMMARY AND HIGHLIGHTS: SUMMARY AND HIGHLIGHTS: 201 SUSTAINA AusLSA GENERAL MEMBER: F L E XIBLE WORKPLA C E I N C LUSIVE WORKPLA C E GENDER EQUALITY • International Women's Day participant • WGEA Employer of Choice for Gender Equality • WGEA Pay Equity Ambassador • Gender Equality Network, National Gender Working Group • Chief Executive Women INITIATIVES: C O D E O F C O N DUCT / RISK M A N A G E M E N T • Pride in Diversity Membership • LGBTI Awareness training • Australian Workplace Equality Index (AWEI) reporting • IDAHOT Day Participant • National LINK Group • Wear it Purple Day INITIATIVES: POLICY • Flexible hours of work • Time in lieu • Part time work • Job sharing • Telecommuting • Unpaid leave • Carer’s leave • Agile working • Emergency Child Care INITIATIVES: P H YSICAL WELLBEI N G • Ergonomics • Health checks • Flu vaccinations • Work based physical fitness • Skin cancer checks • Massage • Reflexology • Standing desks available to all staff INITIATIVES: P S Y C H O LOGICAL WELL B E I N G • Signatory to the TJMF • Beyond Blue programs participant • RUOK programs participant • Black Dog programs participant • Confidential professional psychological support • Mental health first aid training • Founding member of interfirm Resilience @ Law initiative • SANE progrms participant • Wellbeing Working Group • Trained Wellbeing Officers INITIATIVES: CODE OF CONDUCT TRAINING BCP OR ERP COMPLAINTS & GRIEVANCE MECHANISM RISK MANAGEMENT PLAN STAFF SURVEYS STAFF SURVEYS POLICY • Human Rights • Labour • Environment • Fair Operating • Practices • Consumer Issues • Community • Indigenous Inclusion • Gender Equality S U S T A I N A B L E SUPPLY CHAIN M A N A G E M E N T SUPPLIER STANDARDS COVER: SUSTAINABLE SUPPLY CHAIN MANAGEMENT STANDARDS APPLY TO EXISTING SUPPLIERS STANDARDS APPLY TO NEW SUPPLIERS RETURN TO WORK AFTER PARENTAL LEAVE 90% PRIMARY CARER SECONDARY CARER 3 WEEKS 18 WEEKS POLICY PAIDPARENTALLEAVE GENDER EQUITY TARGET PARTNERS LEGAL STAFF NON-LEGAL STAFF 31% FEMALE 56% FEMALE 63% FEMALE POLICY PUBLISHED D I V E R S I T Y POLICY L G B T I POLICY PUBLISHED POLICY PUBLISHED KING & WOOD MALLESONS Recognised as one of the world’s most innov offers a different perspective to commercial t access to a global platform, a team of over 2 world works with clients to help them underst regional complexity, and to find commercial advantage for ou As a leading international law firm headquarte doors and unlock opportunities as they look to potential. Combining an unrivalled depth relationships in our core markets, we are con the world to Asi We take a partnership approach in work not just on what they want, but how pushing the boundaries of what can b reshaping the legal market and ch clients to think differently abo law firm can be. Headcount: 1,370 (FTE) Creating a great place to work and grow is central to our business planning and strategic direction. Our focus is to deliver people programs and initiatives which create a working environment where people across the business are valued, have access to the support required to do their job as well as development opportunities tailored to their needs and the chance to contribute to something bigger than KWM. Of particular note over the past year is our recognition again as an Employer of Choice for Gender Equality and being awarded Bronze Status in the Australian Workplace Equality Index for workplace LGBTI inclusion. King & Wood Mallesons has a commitment to developing and implementing sustainable business practices to minimise our environmental impact. We require our suppliers to demonstrate their commitment to the environment and to work with us to reduce the environmental impact of the commercial relationship. In the same way we work with our clients to produce sustainable outcomes. We purchase a significant quantity of environmental friendly products in our hospitality operations and we include a sustainability target in our office design briefs.