b"2019| EXECUTIVE| DLA PIPERMEMBEROUR PEOPLE SIVE W OR K NTAL M USE GAS E OUR ENVIRONMENTSUMMARY AND HIGHLIGHTS:C L U P L A NDER EQUALI M E A N A NHO MISSI SUMMARY AND HIGHLIGHTS: As an organisation defined by our people,D POLICY L POLICY C E T Y N E ON I E G INITIATIVES: G E NI V G OSustainability AdvantageE R GROSS Swe recognise that equality and diversity areE B M GS T R (NSW)CitySwitch Green Of\x1fce 6,787t 12.4t/employeeRkey to our global identity and integral in ourI I Iaim to be a firm of choice for our clients.Y PUBLISHED PUBLISHED V starECO-BuyEarth HourT Green Star rated buildings 4-6EManaging equality and diversity to us meansINITIATIVES: INITIATIVES: N N 0.00% 0.00% 0.23% International Women's Day participantE POLICY T SCOPE 15.5tvaluing and utilising the differences our Pride in Diversity MembershipLGBTI Awareness trainingAustralian Workplace WGEA Employer of Choice for Gender EqualityONE 0.23%people bring to the businessEquality Index (AWEI) reportingIDAHOT WGEA Pay Equity Ambassador ENV. ENV. EMSAt all levels within the organisation, weWeek ParticipationDiversity action planPUBLISHED IMPROVEMENT MANAGEMENTCERTIFICATION Diversity surveyPOLICY 25% 64% 77% TARGET SYSTEM (EMS) 20.9% 0.00%support and practice equal employmentFEMALE FEMALE FEMALE SCOPE 1,416topportunity, applying best practiceTWO 20.9%approaches to our recruitment, performancePUBLISHED PARTNERS LEGALNON-LEGAL 0.1t/m2 0.00t/m2management, promotion, talentSTAFF STAFFidentification and training and developmentO GICAL W E L P E R U S A G 78% 0.6%processes to ensure that all employmentL L A E SCOPE t/em 8t/e 5,356tdecisions and activities are made solely onO INITIATIVES: B P THREE 79%H CERTIFICATION: 9 .7 oy e e 0 .0 mploy e ethe basis of merit, taking into account allCSignatory to the TJMF ENCOS plrelevant skills and experience, without biasYBeyond Blue programsI Nand prejudice.S participantRUOK programsL WEL 68,661kg 18.6% NETparticipantCon\x1fdential professionalG I C A L BWe strive not only to comply with legislationP psychological supportMental healthS E kg/emplo ycled con 6,787t12.4t/employee1 R\x1frst aid trainingEarly intervention andI 2 e e e tbut to take a progressive approach to createY N 6 y c nt eself care program in place Hthe mix of talent that is needed if we are toINITIATIVES: GPbe successful as a business.POLICY ErgonomicsHealth checks YCLISTAFF Flu vaccinationsWork based2019 AusLSA R E C N GPUBLISHED SURVEYSphysical \x1ftness SUSTAINABILITY PROFILEOFFICESPOLICY 100% 100%STAFF I B LE W OR K PUBLISHED SURVEYS X P L A 100% 100%L E INITIATIVES: CFFlexible hours of work E Time in lieuPart time work % of\x1fce a ilability Job sharingTelecommuting va Unpaid leaveCarers leaveFlexibility workshopsParental Leave CoachingPOLICY Headcount: 546 (FTE)Floor Area: 14,751m2183 WEEKS WEEKS 80%RETURN TO As one of the largest law firms, with lawyers and staff in more than 40 countries, our efforts toBLE PUBLISHED CARER CARER PARENTAL embrace and value difference are woven into our culture. As an organisation defined by ourA G I OUR COMMUNITYPRIMARY SECONDARY WORK AFTERI TLEAVE people, we recognise that a diverse and inclusive culture is key to our global identity.R VA I NWe seek to create a culture of belonging and psychological safety where our people can beH INITIATIVES: SUMMARY AND HIGHLIGHTS: their authentic self. In Australia, the firms key areas of focus are creating gender balance,CCorporate donationsG Staff givingMatched inclusive leadership, flexible working, as well as LGBTI, cultural diversity, disability, andgivingAboriginal and Torres Strait islander inclusion. U CT / RIS K We work to ensure our systems and processes are free of bias, and a level playingL V O L U N 9%field for opportunities is afforded to all. Applying leading practice approaches to OUR GOVERNANCE D M our recruitment, performance management, promotion, talent identification andG A T CORPORATE PARTICIPATIONN A E E GIVING IN CORPORATESUMMARY AND HIGHLIGHTS:O N training and development processes, we ensure that decisions are madeINITIATIVES: E PROGRAM GIVINGC POLICY without bias and prejudice.We are taking a proactive and progressiveLBoardsNon LegalDLA Piper was also the first law firm toA approach to inclusion through our leading practice policies, movingvolunteering programs RF G N IOachieve ISO 14001 certification in everyO well beyond legislative requirements.Allocation of paid volunteerNEoffice, committing us significantly toM DLA Piper is recognised by the WGEA as an employer ofN time for employeesGEreducing our impact on the environment. DE choice for gender equality, and are AWEI Bronze10%OThe initiative is sponsored by Board N Award holders for LGBTI inclusion. Cmembers with representation from RiskNON LEGAL PARTICIPATIONTVOLUNTEERINGIN NON-LEGALManagement, Responsible Business,CODE OF COMPLAINTS RISK BCP OR ACTIVITIES VOLUNTEERINGCONDUCT & GRIEVANCE MANAGEMENT ERPFacilities and Property Management, IT,TRAINING MECHANISM PLAN AL PRO B O S RECOProcurement, Travel Management andLY CH A I E G N O O U N C ILpartners from our Environmental legalP P N L Further N Iservices.S U M information E AG Tfrom AusLSA Through addressing all operational aspectsILITY R E SUPPLIER A I INITIATIVES: Iof our environmental impact, the group isA B E L N information about the \x1frms legal proDReconciliation Action Plan STANDARDS COVER: The below icons provide limitedOP BHuman RightsLabour N Nable to implement strategies to reduce ourI N OEnvironmentFairA bono commitment. More extensiveICultural awareness training negative impact in four key areas: energy,R A Operating Practicesinformation is reported by the Australian Pro NAIDOC Week activities A G Bono Centre and on individual \x1frms websites.Internship and employment programswaste, travel and sustainable procurement.T T NIndigenous InclusionGender National Reconciliation Week activitiesS REPORT I N I Equality E M STRATEGYU APOLICY RAPT ES SGUN PUBLISHED PRO BONO STRETCHTARGET METS SUPPLY CHAIN STANDARD S APPLY TO TARGET PLAN LEVTCSR / ENVSUSTAINABLE STANDARDS CENTRE PUBLISHED ACTION ELMANAGEMENT APPLY TONEWEXISTINGSUPPLIERS SUPPLIERS"