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Ramsay Health Care Limited Annual Report 2016

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. 24 RAMSAY HEALTH CARE LIMITED 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 FY2017 with a focus on identifying mentees in areas of forecasted shortages in key management positions. Aim to increase the percentage of women in executive and senior management positions subject to the identification of candidates with appropriate skills. Ongoing 35% of the Group’s senior management positions², including over 50% in Ramsay Australia, are currently held by women. The revised Leadership development programmes each have as an explicit objective, a requirement to advance female participation in nomination and selection processes and to ensure the removal of barriers to entry to the programmes. The Company will continue to seek opportunities for high calibre female managers in senior management positions in FY2017 and beyond. Ensure online Discrimination, Bullying and Harassment training modules are completed by all senior managers. Ongoing 95% of Ramsay Australia managers completed the online Discrimination, Bullying and Harassment module (up from 86% in FY2015). 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 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 FY2017. To engage an external consultant to assist identifying potential candidates, including a balance of men and women candidates, for the next Board position (as and when required). Ongoing There were no casual Board vacancies arising in FY2016. Any future Board appointments will continue to have an emphasis on the diversity objectives as specified in the Diversity Policy In relation to the Australian business, the Company has again been assessed in 2016 as compliant with the Workplace Gender Equality Act 2012. 14. Ethical & Responsible Behaviour Code of Conduct & Whistleblower Policy The Company places the highest value on ethical and responsible behaviour and has established a Code of Conduct for all Directors, officers and employees as to: • the practices necessary to maintain confidence in the Company’s integrity; • their legal obligations from time to time and the reasonable expectations of the shareholders; and • the responsibility and accountability of individuals for reporting and investigating reports of unethical practices. The Code of Conduct, which is available in the Sustainability section of the Company’s website (www.ramsayhealth.com/ Sustainability/Social/Workforce%20Standards), is the subject of periodic review to ensure that it covers all relevant issues and sets standards consistent with the Company’s commitment to ethical and responsible behaviours. Employees are encouraged to report any concerns regarding serious misbehaviour including theft, fraud, bribery, breach of policies, dishonesty, harassment, bullying, unlawful discrimination, unethical or negligent behaviour, workplace safety hazards and medical negligence through the Ramsay Whistleblower Programme. The programme has been implemented in all Ramsay facilities in Australia and the UK and includes an independent hotline service operated by Deloitte to encourage anonymous disclosures by providing a mechanism by which employees may confidentially register complaints with an organisation independent of the Company and which will in turn refer complaints to senior managers of the Company for investigation. All reports are monitored by the Whistleblower Committee, which reports to the Audit Committee. In relation to France, the Company continues to assess the appropriateness of a formal whistleblower policy against the cultural and legislative dynamic in that country. In relation to the Company’s Asian joint venture, a new formal whistleblowing policy was implemented in March 2015. 2 ‘SENIOR MANAGEMENT’ POSITIONS IN THIS CONTEXT ARE THOSE DIRECTLY REPORTING TO THE RAMSAY AUSTRALIA, RAMSAY UK AND RAMSAY GÉNÉRALE DE SANTÉ CEOS.


Ramsay Health Care Limited Annual Report 2016
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