b'2022 AusLSAOUR PEOPLE OUR ENVIRONMENTSUSTAINABILITY SUMMARY AND HIGHLIGHTS: SUMMARY AND HIGHLIGHTS:PROFILE As an organisation defined by our people, we recognise that equalityFor DLA Piper, action on climate change is our biggest and diversity are key to our global identity and integral in our aim toenvironmental priority. In August 2021 we set a science-based be a firm of choice for our clients.target for carbon reduction to reduce our Scope 1, 2 and 3 emissions by 50% by 2030. This target has been validatedby the Managing equality and diversity to us means valuing and utilising theScience Based Targets initiative, and we have now gone further differences our people bring to the business and set a net zero by 2040 target, which is currently in the process of validation by SBTi. At all levels within the organisation, we support and practice equal employment opportunity, applying best practice approaches to ourOur Board holds ultimate responsibility for our environmental recruitment, performance management, promotion, talentperformance. The role of Managing Director, Sustainability & identification and training and development processes to ensure thatResilience, which sits on the Executive Committee, is responsible all employment decisions and activities are made solely on the basisfor coordinating and intensifying our actions across Sustainability of merit, taking into account all relevant skills and experience, without& ESG and Responsible Business. The Managing Director is bias and prejudice. supported by various committees and working groups that drive forward our sustainability strategy and execute action plans. We strive not only to comply with legislation but to take a progressive approach to create the mix of talent that is needed if we are to beWe have several firm-wide policies around environmental successful as a business. sustainability, including Environmental Sustainability policy, Energy and Climate Change policy, Sustainable Procurement DLAPiper Policy, and Supplier Code of Conduct. Headcount:526 (FTE) We are certified to ISO 14001 globally, and have plans for ISO Floor Area:14,751m2 45001 and ISO 50001 certification. We are signatories of the UNGC and annually report our progress against the 10 principles Number of Offices : 4 via our Sustainability Report. GENDER28% 63% 75% 53% CLIMATE At DLA Piper we are committed to providing EQUALITY ACTIONan inclusive culture across our global firm, where everyone can bring their authentic self to work.INITIATIVES:INITIATIVES:International Womens DayEmployer of Choice for Gender Equality Our Diversity and Inclusion strategy is based Pay Equity AmbassadorMale Champion of ChangeBoard Links Champion TelecommutingGreen Star rated buildings 4-6 starTeleconferencing facilities and trainingEarth HourEnd of trip facilitiesNABERSs on three pillars:Host or lead external programs and/or forumsTraining - Gender awarenessEnergy RatingEfficient building and lighting automationEnergy audits Our Peoplebuilding on our inclusiveunconscious biasInternal D&I networks or committees in previous two yearsculture so everyone is engaged and feel they belong.INCLUSIVEGROSS EMISSIONSOur Processeslevelling the playing field, WORKPLACE 1,134t - 2.2t per employee enabling all our people to achieve their73% 0.006%potential.BUILDINGS 834tOur Purposewe collaborate with ourD&I INITIATIVES:74%clients, communities and suppliers to Recruitment and promotion for D&IInternal D&I networks or committees0.0m 26t/achieve D&I goals. Membership - DCATraining - Awareness and unconscious bias LGBTQ INITIATIVES:0% 25%In Australia our key areas of focus are Membership - Pride in DiversityTraining - LGBTQ awarenessAWEI survey 300tcreating gender balance, increasing flexibleIDAHOBITWear it Purple DayWorld Aids DayInternal LGBTQ networks orTRAVEL 26%committeesPro bono supportExternal LGBTQ programs hostingTraining -. 5 4t/e y e e0poworking, hiring diverse talent and ensuring allLGBTQ awarenessGender pronouns promotionAWEI award m lcommunities, including LGBT+, people withNET EMISSIONSdisability, those from diverse cultural background and Aboriginal and Torres StraitFLEXIBLE18 3 86% 1,134t - 2.2t per employeeIslanders feel a sense of belonging and WORKPLACEinclusion.ENVIRONMENTAL We strive towards a culture of psychologicalINITIATIVES: MANAGEMENTsafety through initiatives that provide Flexible work hoursPart time optionsJob sharingRemote working tools and support for people in times of need, andsystemsSupport for flexible workingTime in lieuUnpaid leaveCarers leaveINITIATIVES: empower people to speak up. Study leaveVolunteering leaveReligious and ceremonial leavePurchased leaveCareer breaksPhased retirementAdjusted KPIs after absences Sustainability Advantage (NSW)CitySwitch Green OfficeOur employee networks play a key role in SabbaticalsBonus leaveDomestic abuse leaveFamily leavedriving our culture of inclusion, and this is reflected through DLA Piper beingPSYCHOLOGICAL100%recognised by the WGEA as an employer of WELLBEING RECYCLING choice for gender equality, and being AWEI OFFICESSilver Award holders for LGBTI inclusion.INITIATIVES:Minds Count -TJMF GuidelinesBeyond Blue programR U OK? programPsychological support/EAPMental health first aid training and supportPAPERMental Health Awareness WeekResilience at LawTraining - Mental health USAGEawareness and managementSalary continuanceExternal mental health programs hostingDomestic abuse strategyMental health office champion INITIATIVES:Green accredited paper purchase specificationFollow me printingRecycled paper purchase specificationPHYSICALPAPER CERTIFICATION:WELLBEINGForestry Stewardship Council (FSC) certifiedOther CertificationsPEFC Australian Forestry standardINITIATIVES:Ergonomics programFlu vaccinationsInternal exercise sessionsGym membershipsTeam eventsWellness awareness and promotionOnsite fruit and healthy cateringHealth EAP'