6.1 Diversity at Lend Lease 

At Lend Lease, diversity and inclusion is defined as ‘All the ways in which we differ’. Diversity of experience, diversity of thought and a collaborative environment leads to innovation. To be the leading international property and infrastructure group and achieve our vision to create the best places, we need a culture and an environment that embraces and respects difference, and where we attract, retain and enable the most talented people to perform. 

The Lend Lease Board of Directors report on Lend Lease’s gender diversity performance in accordance with the Australian Securities Exchange Corporate Governance Principles and Recommendations. Lend Lease has measurable objectives for gender diversity, shown below.

• Two out of ten Board Directors are women
• Two out of ten members of the Global Leadership Team are women
• At 30 June 2012, 32 per cent of our employees were women
• In July 2012, after re-baselining our data to include the acquired Australian Infrastructure businesses, 15 per cent of senior executive positions were held by women. At that time we set a target that by 30 June 2014, 17 per cent of senior executive positions will be held by women
• At the half way point in this period we have already achieved our target. 

The Board assesses on at least an annual basis, the measurable objectives and the progress in achieving them. To encourage greater representation of women at senior levels, Lend Lease continues to develop initiatives targeting an improvement in gender diversity including refinement in recruitment processes, expansion in career and leadership development and mentoring. 

6.2 Diversity and Inclusion Policy

The Lend Lease Diversity and Inclusion Policy was approved by the Board in April 2011. A copy of this Policy is available on the website. The Board fully supports Diversity and Inclusion and has a key role driving Lend Lease’s Diversity and Inclusion agenda. The Personnel & Organisation Committee is responsible for overseeing the Group’s diversity strategy and its progress towards achieving the Group’s measurable objectives. 

The Board plays an active role in Lend Lease’s Diversity & Talent agenda and since 2011 has hosted regular networking forums with groups of high potential and diverse employees. These are regularly conducted in each region and are a key part of the strategy in developing and retaining our pool of diverse talent. The forums involve presentations and Q&A sessions from high potential and diverse employees, roundtable sessions and formal networking dinners.

6.3 Diversity Governance

Each region has a diversity council chaired by the regional Chief Executive Officer, a senior business leader or a diversity manager. Diversity councils are steering committees that facilitate a diverse, collaborative and inclusive culture. They provide the opportunity for discussion on ways to increase diversity and achieve best practice in terms of diversity policies. The diversity councils also oversee the activities of regionally based employee resource groups that represent and engage with employees directly on diversity related matters. Representatives from our employee resource groups sit on our diversity councils, together with a small number of human resource and senior management representatives. Employee Resource Groups have been set up to represent a wide range of diversity types such as age, all abilities, cultural, workplace flexibility, lesbian, gay, bisexual, transgender and intersex (LGBTI), and gender. 

6.4 Employee Engagement

A priority at Lend Lease is to make the employee experience positive and productive, for individuals and the company. Lend Lease conducts a full employee survey biennially and a survey was completed in September 2013. During the past year, Lend Lease has continued to act on the results of our 2011 employee survey. Earlier this year a series of focus groups were conducted around the world to gather more detailed feedback on specific areas of employee engagement and leadership performance. The outputs from these sessions provided direct input to our global conference in March 2013 – the focus of which was Leadership. 

Checklist of the Company’s compliance with the ASX Corporate Governance Principles and Recommendations