b"DLA PIPER BACK TO NAVIGATIONOUR PEOPLE SIVE W OR K NTAL M USE GAS E OUR ENVIRONMENTSUMMARY AND HIGHLIGHTS:L U P L A NDER EQUALI M E A N A NHO MISSI SUMMARY AND HIGHLIGHTS: C D C E T Y N INITIATIVES: E ON I POLICY L POLICY E G G E N For DLA Piper the management of environmental I V G OSustainability AdvantageE R GROSS SE B M G aspects of our activities is an integral and essential S T R (NSW)CitySwitch Green Of\x1fce 6,787t 12.4t/employeeRI I I Green Star rated buildings 4-6E part of the way we conduct our business. Our VTY PUBLISHED PUBLISHEDstarECO-BuyEarth Hour N overall strategic approach is reflected in the firms INITIATIVES: INITIATIVES: N 0.00% 0.00% 0.23% environmental sustainability policy.International Women's Day participantE POLICY T SCOPE 15.5t Pride in Diversity MembershipLGBTI Awareness trainingAustralian Workplace WGEA Employer of Choice for Gender EqualityONE 0.23% Our environmental priority focus areas are defined Equality Index (AWEI) reportingIDAHOT WGEA Pay Equity Ambassador ENV. ENV. EMS by the Global Sustainability Initiative (GSI), which is Week ParticipationDiversity action planPUBLISHED IMPROVEMENT MANAGEMENTCERTIFICATION set by the DLA Piper Global Board and governedDiversity surveyPOLICY 25% 64% 77% TARGET SYSTEM (EMS) 20.9% 0.00% by the two sponsoring partners and a cross-FEMALE FEMALE FEMALE SCOPE 1,416t functional committee. TWO 20.9%PUBLISHED PARTNERS LEGALNON-LEGAL 0.1t/m2 0.00t/m2 Our environmental management system has been STAFF STAFF ISO 14001 compliant and independently certified O GICAL W E L P E R U S A G 78% 0.6% across our global business for the past ten years. It L L A SCOPE t/em 8t/e 5,356t is shaped by the internal and external issues that O INITIATIVES: B P E THREE 79% are material to the firm and our key stakeholders. In H CERTIFICATION: 9 .7 e 0 .0 e eeE ploy mployCNCOS Signatory to the TJMF 2017 we successfully transitioned and certified our YBeyond Blue programsI N management system to the new ISO 14001:2015 S participantRUOK programsL WEL 68,661kg 18.6% NET standard.participantCon\x1fdential professionalG I C A L BP psychological supportMental healthE kg/e ycled 6,787t12.4t/employeeS loconThis accomplishment recognises our efforts \x1frst aid trainingEarly intervention andI 1 2 e R e tY N 6 mp y e c e nt towards environmental sustainability and self care program in place H GP INITIATIVES: continuous improvement. Moreover, the POLICY environmental sustainability in DLA Piper is anErgonomicsHealth checks YCLISTAFF Flu vaccinationsWork based2019 AusLSA R E C N G integral part of our Responsible Business model, physical \x1ftness which is fully aligned with our commitment to the PUBLISHED SURVEYSSUSTAINABILITY PROFILEOFFICES ten UN Global Compact principles in the areas of POLICY 100% 100% human rights, labour, environment and anti-corruption.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 givingMatchedIn 2018, our lawyers and staff contributed more inclusive leadership, flexible working, as well as LGBTI, cultural diversity, disability, andgiving than 220,000 hours towards pro bono and Aboriginal and Torres Strait islander inclusion.community engagement initiatives. Of this, we U CT / RIS We work to ensure our systems and processes are free of bias, and a level playingL V O L U 9% donated over 200,000 hours of pro bono work D M field for opportunities is afforded to all. Applying leading practice approaches toG A T globally, making us one of the largest providers of OUR GOVERNANCE K our recruitment, performance management, promotion, talent identification andN CORPORATE PARTICIPATION pro bono legal services in the world. N A E GIVING IN CORPORATEN training and development processes, we ensure that decisions are madeE INITIATIVES: PROGRAM GIVING Our global focus areas are Access to Justice for O EC POLICY without bias and prejudice.We are taking a proactive and progressiveLBoardsNon LegalChildren and Refugees, and Rule of Law, with a SUMMARY AND HIGHLIGHTS: A RG approach to inclusion through our leading practice policies, movingN volunteering programs particular focus on supporting developing F I NOO well beyond legislative requirements.Allocation of paid volunteercountries. EE M DLA Piper is recognised by the WGEA as an employer ofN time for employeesG In Australia alone in the last 12 months, 69% of all D E choice for gender equality, and are AWEI Bronze10% fee earners undertook pro bono work and 26% O N Award holders for LGBTI inclusion.undertook more than 35 hours, consistent with DLA CT NON LEGAL PARTICIPATION Pipers target. CODE OF COMPLAINTS RISK BCP OR VOLUNTEERINGIN NON-LEGALCONDUCT & GRIEVANCE MANAGEMENT ERP ACTIVITIES VOLUNTEERING We have just launched our third RAP in 2019 which TRAINING MECHANISM PLAN LY CH E G AL PRO B O N O US RECO N C I has set out a range of ambitious and innovative P P A I N L O N L I new actions. U Further ES M information A DLA Pipers Global Scholarships program supports G Tfrom AusLSA the development of talented law students from theILITY R E SUPPLIER A I INITIATIVES: IA B E L STANDARDS COVER: N The below icons provide limitedD O worlds least developed countries, increasing P O BHuman RightsLabour information about the \x1frms legal proNReconciliation Action PlanN diversity in the legal profession and contributing to N A bono commitment. More extensive Cultural awareness training I R AEnvironmentFairinformation is reported by the Australian ProINAIDOC Week activitiesthe rule of law. A Operating PracticesG Bono Centre and on individual \x1frms websites.Internship and employment programsT T NIndigenous InclusionGenderOur local social mobility programs also provide S REPORT I N I Equality E M STRATEGYNational Reconciliation Week activities opportunities for disadvantaged and U APOLICY RAP underrepresented groups, which in Australia focus T ES S TARGET MET on Aboriginal and Torres Strait Islander peoples.GUN PUBLISHED PRO BONO STRETCHS SUPPLY CHAIN STANDARD S APPLY TO TARGET PLAN LEVTCSR / ENVSUSTAINABLE STANDARDS CENTRE PUBLISHED ACTION ELMANAGEMENT APPLY TONEWEXISTINGSUPPLIERS SUPPLIERS"