Telstra 2013 Annual Report Download - page 42

CORPORATE GOVERNANCE
STATEMENT
40 Telstra Annual Report 2013 Telstra Corporation Limited and controlled entities
DIVERSITY AND INCLUSION AT TELSTRA
We know that diversity and inclusion helps us to improve business
results, enhance our reputation, and attract, recruit, engage and
retain a team of talented people.
At Telstra, diversity and inclusion relates to differences in gender,
age, ethnicity, race, cultural background, disability, religion and
sexual orientation. It also includes differences in background and
life experience, communication styles, interpersonal skills,
education, functional expertise and problem solving skills.
Our programs target inclusion for all at Telstra, with some specific
focus also on gender equality, Indigenous Australians, other
culturally and linguistically diverse (CALD) employees,people with
disability, and gay, lesbian, bisexual, transgender and intersex
(GLBTI) employees. Diversity and inclusion is led by our Diversity
Council, which is chaired by the CEO and comprises the full CEO
Leadership Team. We know we have work to do to improve
diversity and be more inclusive at all levels of the Company.
Being a diverse and inclusive employer is important to our
employees because it means they can bring individuality and a
rich variety of experiences to do their best work. Our people value
working in an organisation where differences are respected. We
also seek to make positive contributions to the communities in
which we operate. Two such initiatives involve celebrating
Indigenous culture and supporting campaigns to stop violence
against women.
We also believe the benefits of our activities and initiatives around
diversity and inclusion accrue in many ways in our business.
Having a diverse range of employees better enables us to provide
the best in service to our customers. It also enables us to foster
greater innovation, stronger problem solving capability, increased
morale, motivation and engagement, and greater customer and
community connection.
In accordance with the ASX Recommendations, our policies
provide the framework for measurable objectives to be set by the
Board. Our measurable objectives for achieving diversity as set by
the Board, and our progress towards achieving them, are as
follows.
* Identified Groups are female employees, Indigenous employees, CALD employees, employees with a disability, and GLBTI employees. FY13 result does not
include staff in Telstra International Philippines, Inc (which was incorporated in April 2013) and Chief Entertainment Pty Ltd as they did not participate in our
2013 Employee Engagement Survey.
** Full time and part time staff in Telstra Corporation Limited and its wholly owned subsidiaries, excluding casual and agency staff.
Measure Objective and Progress/Result in respect of FY13 Objective in respect of FY14
(or as otherwise stated)
Women on the
Board
Objective - There will be 3 women on the Board, representing a
female gender representation among non-executive Directors of
at least 30%
Progress - As at 30 June 2013, there were 3 female Directors on
the Board (including the Chairman of the Board), representing a
female gender representation among non-executive Directors of
37.5%
There will be 3 women on the Board,
representing a female gender representation
among non-executive Directors of at least
30%
Female
representation in
graduate intake
Objective - 35% female representation in 2014 graduate intake,
with an aspiration of 50% female representation by 2020
Result - 40% female representation in 2014 graduate intake
FY14 - 45% female representation in
graduate intake selected in 2015, with an
aspiration of 50% female representation by
2020
Promotion rates
for women
Objective - To exceed their representation at Business Unit level
Result - Promotion rates for women exceeded representation in
Telstra overall and in 5 out of 10 Business Units, including the
three largest Business Units
FY14 - To exceed their representation at
Business Unit level
Engagement of
identified groups*
Objective - Equal to or greater than Telstra-wide engagement
score, with any negative differences not statistically significant
Result - Engagement of Identified Groups exceeded Telstra-wide
engagement score, except for Indigenous employees and
employees with a disability. These negative differences were not
statistically significant
FY14 - Equal to or greater than Telstra-wide
engagement score, with any negative
differences not statistically significant
Female
representation**
at 30 June
Objective - 32% (Telstra Total) and 25% (Executive Management)
Result - 30.5% (Telstra Total) and 25.4% (Executive
Management)
FY15 - 32% (Telstra Total) and 30%
(Executive Management)
FY20 - 35% (Telstra Total) and 40%
(Executive Management)