Diversity Policy

Azure Healthcare Limited and all its related entities (Azure or the Company) is committed to recruiting,developing and retaining a talented and diverse workforce so as to maximise its corporate goals.

Diversity includes, but is not limited to, gender, age, ethnicity and cultural background. To the extent practicable, Azure will address the recommendations and guidance provided in the ASX Corporate Governance Council’s Corporate Governance Principles and Recommendations (Second Edition) (ASX Principles).

The board of Directors of Azure is responsible for adopting and monitoring the Company’s Diversity Policy (Policy). This policy does not form part of an employee’s contract of employment, nor does it give rise to contractual obligations. Every employee and officer of Azure is responsible for supporting and maintaining Azure’s corporate culture, including its commitment to diversity in the workplace.

Azure promotes gender balance within the workforce. While the Company is successfully overseen by only four directors who provide a skill set which is appropriate for the Company’s needs, across the rest of the Company, there is a significant involvement of both female and male employees at each level of operations.

Overall, the object is for the Company to achieve the current national benchmark of women comprising 46% of the workforce. The classification of Management, Finance and Administration has achieved (50%) so exceeds this benchmark. The operational classification of ‘Other’ is dominated by male workers such as Technicians and Manufacturing personnel with a benchmark of 32% female participation for the workplace according to the Workplace Gender Equality Agency in its most recent findings. Azure has recorded a 29% female participation rate for this class, substantially up on the 2016 year’s 8% participation rate. Overall, this Policy does not impose on Azure, its directors, officers, agents or employees any obligation to engage in, or justification for engaging in, any conduct which is illegal or contrary to any antidiscrimination or equal employment opportunity legislation or laws that are applicable to the Company and/or its related entities.

PROGRAMS AND INITIATIVES INTRODUCED TO INCREASE DIVERSITY

The Board is committed to embracing diversity when determining the composition of the Board, including the nomination, selection and appointment of new directors. Assessment of qualifications, skills, experience and diversity of gender is considered by the Board in determining the composition of the Board, senior management and employees.

The Board is committed to creating programs or initiatives to best enhance the development of required skills and experience for leadership roles and Board positions, to achieve improved diversity within the Company.

To assist with improving gender diversity within the organisation, the Company will develop and introduce programs and initiatives. In the case of gender diversity, such initiatives may include:

    • mentoring programs;
    • networking opportunities;
    • professional development programs that are targeted at helping women and men develop skills and experience for advancement to senior management and Board positions;
    • fostering a corporate culture that embraces and values diversity and uses that diversity to deliver business outcomes;
    • providing flexible work options and a working environment that helps women and men to balance their work, life and family responsibilities; and
    • management supporting the promotion of talented women and men into leadership roles.

MONITORING THE MEASURABLE OBJECTIVES

  1. The measurable objectives will be developed with the focus of improving and enabling a diverse workforce. The Board is ultimately responsible for establishing the measurable diversity objectives for the Company and ensuring that they will be progressively and successfully achieved.
  2. The Chief Executive Officer and Company Secretary will monitor and report on the progress and effectiveness of the diversity program and initiatives, as part of an annual compliance review to the Board.
  3. This Policy will be reviewed on an annual basis.
  4. The Board may change this Policy by resolution.

This Policy was approved by the Board on 22 October 2012.