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2015 Ramsay Health Care Limited Annual Report

13 Diversity The Company is proud of the considerable diversity that exists throughout the organisation. The Company strives to create a culture that embraces the differences of ideas, perspectives and experiences that diversity brings in recognition of the positive impact a diverse workforce has on the Company’s overall performance. The Company has in place very comprehensive and well-developed Workplace Diversity Guidelines for Employees, includes diversity criteria in its Recruitment and Selection Guidelines, and has had a Diversity Policy in place since May 2010. Both the Guidelines and the Diversity Policy were updated in 2013 for consistency with legislative changes and to specifically pick up a broader range of diversity factors such as age, sexual orientation, race, disability, ethnicity and cultural background. The Company also has in place a Flexible Work Practices Policy to promote balance of work and outside responsibilities and interests, such as family and carer, study, community and cultural needs, with the aim of accommodating employees’ needs for flexibility subject to meeting the operational needs of the business. The representation of women throughout the organisation is strong. In 2015 women comprised 82% of employees throughout the Group. Women occupy 16.7% of senior executive1 positions and 53% of senior management2 positions. These figures do not reflect the level of female management representation in our hospital facilities, which is generally exceptional. The Diversity Policy provides a Board appointment process that takes diversity of background into account in addition to previous Board and leadership experience, candidates’ skills and experience in a variety of specified fields when selecting new candidates. The Company announced the appointment of two female Board members in 2015 with women now accounting for 20% of Board members. These appointments reflect an identified need for greater female representation on the Board (particularly in light of the fact that women represent a substantial proportion of the Group’s overall workforce, clinicians and patients). The Diversity Policy requires that the selection process for Board appointments must involve the following steps (including where the Company engages an external recruitment agency to identify and assess candidates): • a short-list identifying potential candidates for the appointment must be compiled and must include at least one female candidate; and • if, at the end of the selection process, a female candidate is not selected, the Board must be satisfied that there are objective reasons to support its determination. The Diversity Policy also covers senior executive appointments and requires the Managing Director to have reference to the policy in selecting and assessing candidates and in presenting recommendations to the Board regarding appointments to the senior executive team and to assess the application of this Policy to the senior executive recruitment process. In order to facilitate greater gender diversity in leadership roles, the Diversity Policy requires the Company to: • implement policies which address impediments to gender diversity in the workplace and review their availability and utilisation • monitor the effectiveness of, and continue to expand on, existing initiatives designed to identify, support and develop talented women with leadership potential; and • continue to identify new ways to entrench diversity as a cultural priority across the organisation. The Diversity Policy further provides that each year the Board will set measurable objectives with a view to progressing towards a balanced representation of women at a Board and senior executive level and performance against these objectives will be reviewed annually by the Board. Updates on the Company’s progress against those objectives during FY2015 and the measurable objectives set for FY2016 and adopted by the Board are set out in the table below. In relation to the Australian business, the Company has again been assessed in 2015 as compliant with the Workplace Gender Equality Act 2012. 1 ‘senior executive’ positions are those reporting directly to Chris Rex, Managing Director and CEO 2 ‘senior management’ positions are those managers up to two levels below the senior executive positions 24 RAMSAY HEALTH CARE ANNUAL REPORT 2015


2015 Ramsay Health Care Limited Annual Report
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