p1

Our direct operations•CSL has appropriate systems and processes in place to ensure changes in wage regulation are applied across all entities and geographies. In addition, wage reviews are undertaken annually across groups and with select employee categories on an as needed basis and are reported to the Human Resources and Remuneration Committee of the CSL Board. In 2015/16, these reviews resulted in immaterial changes. •In some regions where CSL operates, employee union/enterprise agreements (EA) set out expectations for wage increases and entitlements. Employees not under an EA are covered by individual employment agreements and in all cases these agreements remunerate at or above minimum wage. In 2015/16, EAs in Kankakee, US, and for eligible Australian employees were successfully negotiated. •For employment to proceed, all candidates must provide applicable proof of eligibility to work (e.g. proof of age, qualification or immigration status). Under no circumstance will CSL retain or hold the original of an individual’s proof of eligibility to work (e.g. visa, passport).•Stakeholders, including employees, are able to anonymously (where permissible by law) bring instances of inappropriate conduct to our attention via CSL’s global whistleblower process. From 1 July 2015 to 30 June 2016, no instances related to human trafficking or slavery and forced labour were raised for the attention of management.

p2

over the reporting period, all (52) sourcing and procurement personnel across the organisation with decision making authority undertook e-learning training on Protecting Human Rights in the Supply Chain

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From 1 July 2015 to 30 June 2016, no instances related to human trafficking or slavery and forced labour were raised for the attention of management.1