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10 BRADKEN LIMITED ANNUAL REPORT 2013
Directors’ Report
30 June 2013
Bradken Limited
Directors' report (continued)
30 June 2013
B. Corporate governance (continued)
Principle 3 - Promote ethical and responsible decision making
Code of conduct
Diversity and equality policy
Number
% Number
%
Number of women on the board
1
17% 1
14%
Number of women in senior management positions *
3
4% 2
3%
Number of women in all positions
406
8% 403
7%
* The percentage is expressed as the proportion of available positions in the described category.
Promote ethical and responsible decision making
The Group recognises the value contributed to the organisation by employing people with varying skills, cultural backgrounds,
ethnicity and experience. The Group has established an Equal Opportunity and Diversity Policy, a copy of which can be
accessed from the Company's website.
The Company also has a Securities Trading Policy which details the insider trading provisions of the Corporations Act 2001. In
summary, trading of the Company's shares is restricted to a period of six weeks after the release of the Group's half-year and
annual results to the Australian Stock Exchange (ASX), the Annual General Meeting of the Company, at any time a prospectus
or similar disclosure document has been lodged with ASIC and is open for acceptances and at such other times as the Board of
Directors declare trading permissible. These windows are not available to individuals that possess inside information.
encouraging employees to report any behaviour that may be dishonest, fraudulent, corrupt, illegal, in breach of
Commonwealth or State Legislation, unethical, improper, unsafe or any other behaviour that may cause financial or non-
financial loss to the Group or would be otherwise detrimental to the interests of the Group
ensuring that the Group complies with its obligations to protect the reporter of any such behaviour.
The Company has developed a statement of values and a Code of Conduct (the Code) which has been fully endorsed by the
Board and applies to all directors and employees. The Code is regularly reviewed and updated as necessary to ensure it reflects
the highest standards of behaviour and professionalism and the practices necessary to maintain confidence in the Group’s
integrity and to take into account legal obligations and reasonable expectations of the Company’s stakeholders.
The Group recognises the importance of integrating the company’s values and Code of conduct into a transparent social
responsibility culture of compliance to meet the expectations of its stakeholders, which is described in the Company’s Corporate
Social Responsibility Policy.
The policy sets out the social principles, responsibilities, guidelines and features of the Company’s social responsibility policy in
compliance with Australian Standard AS8003 “Corporate Social Responsibility”.
Management recognise that our social, economic and environmental responsibilities to our stakeholders are integral to our
business and the Company aims to demonstrate these responsibilities through our actions and within our corporate policies.
The Group believes its diverse workforce is the key to its continued growth, improved productivity and performance. The Group
actively values and embraces the diversity of its employees and is committed to creating an inclusive workplace where everyone
is treated equally and fairly, and where discrimination, harassment and inequity are not tolerated.
While the Group is committed to fostering diversity at all levels, gender diversity has been and continues to be a priority for the
Group. The Board has not established any specific measurable objectives in terms of percentage of women employed, however,
the Group's objective is to increase gender diversity throughout all levels of the organisation. This proactive approach begins at
the recruitment phase but also is an important consideration in internal promotion, training and development activities.
The following statistics are provided outlining the percentage of women employed throughout the Group at the end of the current
and previous financial year end.
All directors, managers and employees are expected to act with the utmost integrity, objectivity and in compliance with the letter
and spirit of the law and Group policies, striving at all times to enhance the reputation and performance of the Group. Every
employee has a nominated supervisor to whom they may refer any issues arising from their employment.
The Group has advised each director, manager and employee that they must comply with the Group's Whistleblower Policy. The
Policy covers the following:
A copy of the Code, the Whistleblower Policy and the Securities Trading Policy are available on the Company’s website.
2013
2012
Page 10
Bradken Limited