Page 27

2015 Ramsay Health Care Limited Annual Report

25 Measurable Diversity Objective Timeframe Progress in FY2015 Relevance for FY2016 Establish and maintain partnership/ Ongoing The Company joined the Diversity sponsorship/ membership with an external body promoting a women’s leadership initiative. Council in 2011. Diversity Council resources continue to be disseminated to, and used by the HR team, to build tools and guidelines in a broad range of areas. The Company plans to maintain its membership with the Diversity Council of Australia. Expand the scope of the Ramsay Succession Planning Programme to identify high potential female managers and develop specific strategies to enhance the skills and experience of these managers to prepare them to take on senior manager/ executive management roles. Ongoing The Succession Planning process has been ongoing for all hospital management teams. The future of the bi-annual Future Leaders Programme is currently under review, with a complete review of all management and development training being undertaken in 2015. The aim of the review is to ensure more targeted development of high potential female (and male) managers and executives to prepare Ramsay for anticipated growth and turnover in the short to medium term. Undertake a full review of all management and development training in FY2016. Align the internal mentoring programme (which aims to increase opportunities for female employees in management or professional positions to have access to senior managers as mentors) with identified forecasted shortages in key management positions. Ongoing The Company continued to offer tailored professional development opportunities to senior management including access to mentoring and executive coaching. The mentoring programme will continue in FY2016 with a focus on identifying mentees in areas of forecasted shortages in key management positions. Aim to increase the percentage of women in senior management positions as vacancies arise, subject to identification of candidates with appropriate skills. Ongoing 60% of all Australian senior management positions are currently held by women. The Company will continue to seek opportunities for high calibre female managers in senior management positions in FY2016. Ensure the online Discrimination, Bullying and Harassment training module is completed by all senior managers. Ongoing 86% of Ramsay managers completed the online Discrimination, Bullying and Harassment module. The module is scheduled for completion by all managers bi-annually. Compliance will be monitored in FY2016 with a target of 100% compliance. Review of flexible and part-time work arrangements to endeavour to ensure that roles are appropriate to maintain career development. Ongoing Ramsay’s senior managers continue to support and encourage managers to consider requests for flexibility from employees wherever practicably possible. The number of flexible working arrangements continues to increase each year. In addition, flexible working options have been reviewed in Enterprise Agreement renewals. Flexible working options in Enterprise Agreements are supported by the national Flexible Work Practices Policy. Flexible work arrangements will continue to be supported and encouraged throughout FY2016. To engage an external consultant to assist identifying potential candidates, including a balance of men and women candidates, for the next Board position. Ongoing Two new Board appointments were made in 2015, with both appointments taking into account the Board’s Diversity objectives. Both appointees were highly credentialed women with international business experience. Any future Board appointments will continue to have an emphasis on the diversity objectives as specified in the Diversity Policy


2015 Ramsay Health Care Limited Annual Report
To see the actual publication please follow the link above