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 • EEON INITIATIVES: C O D E O F C O N DUCT / RISK M A N A G E M E N T POLICY • Flexible hours of work • Time in lieu • Part time work • Job sharing • Telecommuting • Unpaid leave • Carer’s leave • Purchased Leave INITIATIVES: P H YSICAL WELLBEI N G • Ergonomics • Health checks • Flu vaccinations • Work based physical fitness INITIATIVES: P S Y C H O LOGICAL WELL B E I N G • RUOK programs participant • Confidential professional psychological support • Mental health first aid training INITIATIVES: CODE OF CONDUCT TRAINING BCP OR ERP COMPLAINTS & GRIEVANCE MECHANISM RISK MANAGEMENT PLAN STAFF SURVEYS IN DEV’T STAFF SURVEYS IN DEV’T PARTNERS LEGAL STAFF NON-LEGAL STAFF 39% FEMALE 63% FEMALE 65% FEMALE POLICY IN DEV’T POLICY D I V E R S I T Y POLICY PUBLISHED RETURN TO WORK AFTER PARENTAL LEAVE 82% PRIMARY CARER SECONDARY CARER 4 WEEKS 20 WEEKS PAIDPARENTALLEAVE POLICY PUBLISHED POLICY PUBLISHED LANDER & ROGERS Lander & Rogers is a leading independent from Melbourne, Sydney and Brisbane. We many publicly listed and private Australian global companies as well as a We have around 500 staff nationally, seven br range of industry sectors, with a focus o government, infrastructure, real estate We believe that legal services are much m about great people, sustained excellence a We have a reputation in the legal marke legal services, and as a sought after em in Australia for our down-to-earth an culture. Headcount: 492 (FTE) Creating a ‘great place to work’ forms part of the Lander & Rogers firm-wide strategy and we have set up a number of committees and initiatives to help us achieve our goals. The firm is in the process of finalising a Diversity and Inclusion policy and strategy. One of the key areas of focus will be to ensure that our framework supports gender equality in recruitment and retention, performance management processes, talent management, promotions, succession planning and training & development. For example, as part of the 2016 Seasonal Clerk Recruitment campaign we have mitigated gender bias by redacting identifiable information off all applications. In addition to sponsoring sporting events, we offer a range of health and wellbeing benefits including health checks, flu vaccinations, subsidised gym memberships, pilates and yoga, confidential counselling services (through an employee assistance program) and meditation. The firm’s flexible work arrangements policy promotes work/life balance and approximately 20% of staff currently work part-time, including our partners. Lander & Rogers aims to be an industry leader in implementing sustainable business practices that minimise harm and maximise benefit to the environment and our local community. We are committed to the management of our business in an environmentally responsible manner, to care for the environment in which we live and work, and to sustain its quality for the benefit of future generations. We want to understand the impact our firm has on the environment and take steps to minimise our environmental footprint. Our firm has reduced carbon emissions by 43% since 2011, and we will continue to take steps to create a positive environmental impact in the communities in which we operate to help ensure an environmentally sustainable future for Australia.