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 • Women at Allens Program that facilitates various internal and external events, seminars and initiatives. 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 • LGBTI network, ALLin, for all employees who identify as LGBTI, as well as their supporters, associates, parents and friends. INITIATIVES: • Human Rights • Labour • Environment • Fair Operating • Practices • 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 POLICY • Flexible hours of work • Time in lieu • Part time work • Job sharing • Telecommuting • Unpaid leave • Carer’s leave • Purchased leave • Ongoing flexibility campaigns and flexible working pilots to encourage flexibility as the norm rather than the exception. INITIATIVES: P H YSICAL WELLBEI N G • Ergonomics • Health checks • Flu vaccinations • Work based physical fitness • Gym memberships • Skin checks • Sports Committees that organise staff sporting events, activities and sponsorship. 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 • Confidential professional psychological support • Mental health first aid training • RUOK/Resilience at Law 'Look Deeper' campaign INITIATIVES: S U S T A I N ABILITY REP O R T I N G CODE OF CONDUCT TRAINING BCP OR ERP COMPLAINTS & GRIEVANCE MECHANISM RISK MANAGEMENT PLAN SUPPLIER STANDARDS COVER: POLICY SUSTAINABLE SUPPLY CHAIN MANAGEMENT STANDARDS APPLY TO EXISTING SUPPLIERS STANDARDS APPLY TO NEW SUPPLIERS PARTNERS LEGAL STAFF NON-LEGAL STAFF 30% FEMALE 49% FEMALE 73% FEMALE POLICY GENDER EQUITY TARGET POLICY RETURN TO WORK AFTER PARENTAL LEAVE 82% PRIMARY CARER SECONDARY CARER 3 WEEKS 18 WEEKS PAIDPARENTALLEAVE D I V E R S I T Y POLICY L G B T I POLICY STAFF SURVEYS POLICY STAFF SURVEYS REPORT CSR Allens is a leading international law firm wit global network, formed through an alliance w locations in 28 c We are privileged to hold some of the world’s stretching back more than 150 years, and we’ expertise and insights to continue solving th new ways forward to hel From playing a pioneering role in the de regulatory frameworks in the Asia-Pacific r ‘firsts’ across a range of industry sectors and DNA to make a difference and help shape Allens was the first organisation in A signatory to the United Nations Glob have a strong commitment to u principles of the Compact, and t corporate citizenship Headcount: 1,199 (FTE) Allens has a long-held commitment to a diverse and inclusive workforce, where we value the contribution that people from different backgrounds and life experience bring to our firm. Our Inclusion and Diversity Council is chaired by our Managing Partner and oversees Allens’ inclusion and diversity strategy and progress. Our career model, policies and initiatives - including our approach to flexibility and Women at Allens Program - have all been developed with an emphasis on the engagement, career and professional development and promotion of all our employees. Flexibility is a key priority for us and we encourage flexible work practices for all of our people. Our LGBTI network, ALLin, provides opportunities for members to build relationships with each other, clients and the community through events and pro bono legal assistance on matters of interest to the LGBTI community. In 2017, we were named by the Workplace Gender Equality Agency as an Employer of Choice for Gender Equality (the thirteenth consecutive time we have been awarded this citation) and were recognised as a Silver Employer for LGBTI inclusion in the Pride in Diversity 2017 Australian Workplace Equality Index. We have set a target of at least 35% female partners by 2022. Allens maintains the highest ethical standards and takes a zero tolerance approach to discrimination, harassment and bullying in the workplace. Our Equal Employment Opportunity, Bullying and Harassment Policy is supported by a Grievance Policy and access to a free, independent and confidential counselling service for all staff and their immediate family members. The firm has an Anti-Corruption Policy and a Fraud Prevention Policy. The firm’s Office of General Counsel also provides guidance and training to staff. When purchasing goods and services, Allens takes into account the environmental, social and ethical credentials of suppliers and encourages our suppliers to adopt practices to minimise their impacts. We also look for opportunities to increase the diversity of our supply chain. Through our RAP, and as a member of Supply Nation, Allens supports and seeks to engage new Aboriginal and Torres Strait Islander suppliers. The firm also has an Equal Opportunity Barrister Briefing Policy to encourage briefing practices that promote gender equality in the legal profession. ALLENS