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APN
annual report
2011
corporate governance
APN News & Media Limited and Controlled Entities
It is a term of standard Group employment contracts that employees
are expected to comply with Company policy (which includes the
Code of Conduct) and failure to do so is considered serious and
may have consequences depending on the facts in each case,
including termination of employment. Reporting of instances of
breaches of the Code of Conduct is encouraged and the Company
has adopted a Whistleblower Policy to assist in the identification
and reporting of breaches of Company policy and similar matters.
A copy of the Whistleblower Policy is available on the Company’s
website. In the event a concern is submitted under the Whistleblower
Policy, decisions as to the appropriate action to take in order to
investigate and validate any allegations are taken jointly by the
Internal Audit Manager, the Group General Counsel and the Chairman
of the Audit Committee.
DIVERSITY
Approach to diversity
The Company views diversity as being important to facilitating the
achievement of corporate objectives and the continued growth and
success of its businesses. In particular, it is the view of the Board that
a diverse workforce is essential for the Company to be able to deliver
its strategic objectives and continue to meet its responsibilities to its
customers, its employees, the communities in which it works, and its
shareholders. In particular, diversity has direct benefits in relation to:
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staff recruitment and retention;
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customer interaction and relationship development; and
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leveraging of diverse talent to better pursue business
opportunities and response to business challenges.
Specific steps have been taken at Board level to enhance gender
diversity and the Company is continuing to further refine its
diversity objectives.
Principles
The Group believes that continued success and competitive
advantage will be achieved by the Company providing an
environment that respects, values and works to enhance a
richness of diversity among its employees.
The Group will, accordingly, focus on operating in a manner which:
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recognises the value of diversity relevant work practices;
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differentiates in favour of and promotes structures and
programs of diversity and inclusiveness;
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develops leaders who are active and visible sponsors of diversity
and inclusiveness; and
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sets meaningful objectives that demonstrate the commitment
of the Group to align its operations to its diversity and
inclusion objectives.
Oversight and sponsorship
The Board oversees the Group’s focus on diversity, and delegates the
responsibility for the management oversight and administration of
the policy to the Chief Executive Officer.
At business level, divisional chief executive officers, with their human
resources team, will oversee and coordinate programs that improve
the mix of diversity across the Group.
Programs and initiatives
The Group has in place and will continue to enhance practices and
programs which enable the identification, development, retention
and recognition of programs and practices that promote and support
an environment of diversity and inclusiveness.
Such programs and practices do, and will, encompass wherever
possible:
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employee recruitment;
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employment terms, including flexible work arrangements, job
sharing, teleworking, parental leave and return to work, among
others;
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leadership development, including training in enhancing
diversity practices and leading diverse teams; and
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reward and recognition.
Diversity at Board and senior management level
During the reporting period, the Company has taken a number
of steps in response to the ASX Recommendations on diversity,
including:
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successful identification of a female Director, Melinda Conrad,
who was formally appointed to the Board on 1 January 2012;
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the appointment of an additional female direct report to the
Chief Executive Officer, meaning as at the end of the reporting
period women comprised 25% of direct reports to the Chief
Executive Officer (2010: 16%);
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establishment of a workstream, under the sponsorship of the
Chief Executive Officer, to further develop, embed and distil
a diversity policy which has been prepared, and programs in
support of the diversity policy;
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enhancement of systems for tracking gender proportions in the
Group’s workforce; and
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analysis of employee diversity profiles across the Group’s
businesses, including formal consultation with managers and
employees to ascertain attitudes to key Group employment
activities and opportunities for enhancement.