b"2021 AusLSA OUR PEOPLE OUR ENVIRONMENT OUR COMMUNITY OUR GOVERNANCESUSTAINABILITYSUMMARY AND HIGHLIGHTS:SUMMARY AND HIGHLIGHTS:SUMMARY AND HIGHLIGHTS:SUMMARY AND HIGHLIGHTS: PROFILE As an organisation de\x1fned by our people, we recognise thatFor DLA Piper, action on climate change is our biggestIn FY20/21, our lawyers and staff contributed more than 82,211DLA Piper is committed to the highest standards of social equality and diversity are key to our global identity and integralenvironmental priority. In August 2021 we set ahours towards pro bono and community engagement initiatives.and environmental responsibility and we expect our in our aim to be a '\x1frm of choice' for our clients. Managingscience-based target for carbon reductionto reduce ourOf this, we donated over 68,391 hours of pro bono worksuppliers and business partners to share our aim to equality and diversity to us means valuing and utilising theScopes 1, 2 and 3 emissions by 50% by 2030. We haveinternationally, making us one of the largest providers of propromote lawful, professional, fair practices that integrate differences our people bring to the business. At all levels withinsubmitted this target for external validation to the Sciencebono legal services in the world. Our global focus areas arerespects for human rights, business ethics and the organisation, we support and practice equal employmentBased Targets initiative and are awaiting results.Access to Justice for Displaced People and Rule of Law, with asustainability. opportunity, applying best practice approaches to ourOur Board holds ultimate responsibility for ourparticular focus on supporting developing countries.We recognize both the opportunity and responsibility we recruitment, performance management, promotion, talentenvironmental performance. The role of ManagingIn Australia alone in the last 12 months, 67.8% of all fee earnershave, in partnership with our suppliers, to take a lead in identi\x1fcation and training and development processes to ensureDirector, Sustainability & Resilience, which sits on theundertook pro bono work and 27.5% undertook more than 35addressing pressing global issues. Therefore, that all employment decisions and activities are made solely onExecutive Committee, is responsible for coordinating andhours, consistent with DLA Piper's target. We continue toenvironmental, social and economic considerations are the basis of merit, taking into account all relevant skills andintensifying our actions across Sustainability & ESG andundertake initiatives under the \x1frms third RAP which includescore to our decision-making when selecting our suppliers experience, without bias and prejudice. We strive not only toResponsible Business. The Managing Director ispro bono work for Aboriginal and Torres Strait Islander Peoplesto deliver goods and services. comply with legislation but to take a progressive approach tosupported by various committees and working groupsand organisations, as well as facilitating employment create the mix of talent that is needed if we are to be successfulthat drive forward our sustainability strategy and executeopportunities for Aboriginal and Torres Strait Islander lawWe believe that sustainable procurement will help us to as a business. action plans.students at the \x1frm.achieve sustainable growth by managing risk, maximizing ef\x1fciency and driving value. DLA Piper expects its We have several \x1frm-wide policies around environmentalDLA Piper's Global Scholarships program also continues in itssuppliers to operate in accordance with all applicable sustainability, including Environmental Sustainabilityfourth year, supporting the development of talented law studentslaws and regulations. This includes those respecting Firm: DLA Piper policy, Energy and Climate Change policy, Sustainablefrom the world's least developed countries, increasing diversity inindividuals human rights, and mindful of environmental Procurement Policy, and Supplier Code of Conduct. Wethe legal profession and contributing to the rule of law. and safety impacts of products and services. When Headcount: 544 (FTE) are certi\x1fed to ISO 14001 globally, and have plans for ISOdifferences arise between standards set out in the Code Floor Area: 14,751m 2 45001 and ISO 50001 certi\x1fcation. We are signatories ofand legal or regulatory requirements, the stricter the UNGC and annually report our progress against thestandard shall apply, in compliance with applicable law or 10 principles via our Sustainability Report. regulation.At DLA Piper we are committed to providing an inclusive culture across our global \x1frm, where everyone can bring their authentic self to work. Our Diversity and Inclusion strategy is based on three pillars:Our Peoplebuilding on our inclusiveGENDERPOLICY GREENHOUSE GAS EMISSIONS INDIGENOUSPOLICY RAP CODE OF CONDUCT POLICYculture so everyone is engaged and feel28% 66% 73%they belong.EQUALITY FEMALE FEMALE FEMALE RECONCILIATION /RISK MANAGEMENTGENDER GROSS EMISSIONS STRETCH Our Processeslevelling the playingPUBLISHED EQUITY PARTNERS LEGALNON-LEGAL PUBLISHED ACTION TARGET STAFF STAFF 1,002t1.8t/employee PLAN LEVEL \x1feld, enabling all our people to achieveINITIATIVES: INITIATIVES:their potential. Board Links ChampionEmployer of Choice for Gender EqualityHost or lead95% 0.00% 0.60%Af\x1frmative procurementCultural awareness trainingIndigenousCODE OF COMPLAINTS RISK BCP ORexternal programsInternational Women's DayMale Champions of Change956t employment and internshipsNAIDOC WeekNational Reconciliation WeekCONDUCT & GRIEVANCE MANAGEMENT ERP Our Purposewe collaborate with our Pay Equity AmbassadorTraining - Gender awareness unconscious bias BUILDINGSPro bono supportReconciliation Action PlanScholarships and studentTRAINING MECHANISM PLAN95% mentoringclients, communities and suppliers to0.06t/m2achieve D&I goals.INCLUSIVED POLICY L POLICY SUSTAINABLE SUPPLY POLICYI G 0.00% 3.5% 1.1% NON LEGALWORKPLACE V B 46t IN DEVT IN DEVT CHAIN MANAGEMENTIn Australia our key areas of focus areE TR I TRAVEL VOLUNTEERINGScreating gender balance, increasingI Q 0 0 5%.0 6t/e e e . 2t/e eY PUBLISHED PUBLISHED mploy mploy e NON LEGAL PARTICIPATIONT + 0\x1eexible working, hiring diverse talent andINITIATIVES: VOLUNTEERINGIN NON LEGALensuring all communities, including DCA membershipHost or lead external programsTraining - CulturalNET EMISSIONS INITIATIVES: ACTIVITIES VOLUNTEERINGLGBT+, people with disability, those fromawareness unconscious biasAWEI reportingIDAHOBIT DayInternal1,002t1.8t/employeeBlood donationsBoardsCharity events and appealsCommunitySUSTAINABLE STANDARDS STANDARDS MODERNSUPPLY CHAIN APPLY TO APPLY TO SLAVERYnetworks or committeesChampions of Pride FinalistPro bono legal supportVolunteeringOrganised volunteeringPaid volunteer timeStudent tutoringMANAGEMENT EXISTINGNEW PROGRAMdiverse cultural background and LGBTI awareness trainingPride in Diversity MembershipWear it Purpleand mentoringSUPPLIERS IN DEVTSUPPLIERSAboriginal and Torres Strait Islanders feel aDayWorld Aids Day SUPPLIER STANDARD COVER:sense of belonging and inclusion.ENVIRONMENTAL POLICYHuman RightsEnvironmental ImpactsFair Labour Practices CHARITABLEFair Consumer and Competition PracticesCommunity We strive towards a culture ofFLEXIBLEPOLICY MANAGEMENT 5% DevelopmentIndigenous InclusionGender Equality183GIVINGWEEKS WEEKS 88% ENV.psychological safety through initiatives thatWORKPLACE IMPROVEMENTPUBLISHED TARGET CORPORATE PARTICIPATIONprovide support for people in times ofPRIMARY SECONDARY RETURN TO GIVING CORPORATEWORK AFTER INITIATIVES: PROGRAM GIVING SUSTAINABILITYREPORTPUBLISHED INITIATIVES:need, and empower people to speak up.CARER CARER PARENTALCitySwitch Green Of\x1fceEarth Hour INITIATIVES: LEAVEECO-BuyGreen Star building 4-6 star Corporate donationsInternal Appeals and CollectionsMatched workplaceREPORTINGOur employee networks play a key role in Career break /SabbaticalsCarer's leaveFlexible work hoursJob sharingSustainability Advantage (NSW)WorldgivingWorkplace giving ENV. ISO 14001driving our culture of inclusion, and this is Part time optionsReligious and ceremonial leaveRemote working tools andEnvironment Day MANAGEMENT EMS CSRre\x1eected through DLA Piper beingsystemsStudy leaveTime in lieuUnpaid leaveVolunteer leave SYSTEM (EMS) CERTIFICATION LEGAL STRATEGYrecognised by the WGEA as an employer ofPRO BONOchoice for gender equality, and being AWEIPSYCHOLOGICALPOLICY RECYCLING100% 100% 100% 100% TARGET METSilver Award holders for LGBTI inclusion. WELLBEING (OFFICES) These icons provide limited information about the \x1frmsPUBLISHED PRO BONOlegal pro bono commitment. More extensiveCENTRESTAFFTARGETSURVEYS% of\x1fce availability information is reported by the Australian Pro Bono PUBLISHED Centre and on individual \x1frms websites.INITIATIVES: Beyond Blue programsHost or lead external programsMental HealthPAPER 15,482kg 58% Further informationAwareness WeekMental health training and internal supportMental Healthfrom AusLSAOf\x1fce ChampionDLA Piper are both members and on the board of theUSAGE28kg/e ee R e ycled tmploy ccontenCorporate Mental Health Alliance AustraliaPsychological support/ EAPR U OK? programsSalary continuanceMinds Count TJMF Guidelines PAPER CERTIFICATION: NCOSPEFCPHYSICALPOLICYWELLBEINGSTAFF SURVEYS INITIATIVES: Discount health insuranceErgonomicsGym membershipsWellness awareness and promotionFlu vaxFruit boxesWork based exercise sessions"