Diversity Policy

RXP Services Limited (ACN 146 959 917)
Board Policy 08/11: Diversity
Adopted by the Board on 29 April 2011
(ASX Best Practice Corporate Governance Principles and Recommendations: Recommendation 3.2)

 1. Policy Objectives

1.1 The Company recognises the short and long term benefits that can come from embracing   gender diversity in the workplace.    For the purposes of this policy, diversity includes, but is not limited to, gender, age, ethnicity and cultural background.  These benefits include an increased scrutiny of decision making and strategy from alternative perspectives, an expanded talent base, the likelihood of higher rates of employee retention, greater innovation through the inclusion of different perspectives and a fortified succession program.

1.2 The Board is committed to creating an environment that reaps such benefits.

1.3 The objective of this policy is to ensure that:

1.3.1 (Environment) Employees are encouraged to contribute to the Company to their best of their ability and in line with their unique skills and experiences;

1.3.2 (Remuneration) Employees are remunerated in line with their performance, free of inequity on the basis of gender, age, ethnicity and cultural background;

1.3.3 (Selection) Candidates for positions with the Company are selected on merit and broad-based business needs;

1.3.4 (Development) Employees’ talents are identified and nurtured; and

1.3.5 (Accountability) The Company is held accountable for promoting diversity and ensuring the long and short term benefits arising from it are reaped.

1.4 This policy is to be read in conjunction with other governance charters and policies.

1.5 This policy does not impose on the Company, 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 anti-discrimination or equal employment opportunity legislation or laws in any State or Territory or of any overseas jurisdiction.

2. Policy


2.1 The Company is committed to preventing sexual discrimination and harassment in any form as a means of ensuring that every person involved with the Company has the confidence to offer ideas and perspectives.  To promote such an environment, the Company:

2.1.1 Promulgates this Diversity Policy broadly; and

2.1.2 Integrates diversity considerations into training programs where appropriate.

2.2 At the employee level, each employee and manager contributes to this environment but ultimate responsibility is borne by the CEO.

2.3 Encouraging such an environment at Board level is the responsibility of the Chairman.


2.4 The Company is committed to ensuring that remuneration is driven by performance and overall contribution, and is not influences by gender, age, ethnicity and cultural background.

2.5 At the employee level, remuneration is determined by management and is ultimately the responsibility of the CEO.  Where appropriate, key performance indicators should be implemented and promulgated.

2.6 The method for determining Board remuneration levels are outlined in the Board Charter.

At Board level, remuneration is the responsibility of the Remuneration Committee.


2.7 The Company is committed to attracting and employing the best candidates for vacant

positions, irrespective of:

2.7.1 The gender, age, ethnicity and cultural background of the candidate; and

2.7.2  The level of the position within the Company.

2.8 At the employee level, management should consider each application on its merit and proactively ensure that a broad range of applications are considered.  Where external recruiters are used, managers should clearly convey the Company’s commitment to diversity and may request that the external recruiter provide statistics of applicants and short lists by gender.  Ultimately, selection at the employee level is the responsibility of the CEO.

2.9 At Board level, selection is the responsibility of the Nomination Committee and must occur  in accordance with the relevant aspects of the Board Charter.


2.10  The Company is committed to making the best use of people’s talents, and recognises that         such talents may require investment to develop/  Where appropriate, such investment may be in the form of;

2.10.1  Creating brand-based individual development programs;

2.10.2  Encouraging intra-Company and external networking; and

2.10.3 Identifying and facilitating attendance at internal or external programs and forums.

2.11  At the employee level, learning and development is the responsibility of management and the CEO whilst the Board as a whole is responsible for development at higher levels.


2.12 From time to time, the Board will determine measurable objectives for achieving gender diversity, and the Board will assess annually both the objectives and progress in achieving these objectives.

2.13 Given the recent incorporation of the Company, and the acquisitions that the Company has undertaken, the Company will consider the appropriate objectives in terms of gender diversity following integration of the businesses acquired and when it is better able to assess the specific needs of the business.

2.14 The Company will disclose in each Annual Report:

2.14.1 The measurable objectives for achieving gender diversity that have been set by the Board and the progress towards achieving them.

2.14.2 The proportion of women employees in the whole organization, women in senior executive positions and women in the Board.