Mayne Pharma recognises that a diverse and inclusive workforce is not only good for our employees but also good for business performance. Diversity enables the Company to attract and retain talented people, create more innovative solutions and be more flexible and responsive to our customers’ and shareholders’ needs.
Mayne Pharma supports employees to achieve an appropriate work-life balance, promotes and rewards employees based on skills, experience and merit and ensures the workplace is free from discrimination and harassment.
This Company’s approach to diversity includes a framework that helps the Company achieve the following:
- access to the broadest and most diverse pool of qualified talent
- a welcoming workforce culture that embraces diversity at all levels
- use of recruitment practices that support a fair and equitable selection process at all levels where candidates are assessed on the basis of skills and capabilities
- reduces the risk of discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation
- improved employee motivation and engagement
- enhanced teamwork and innovative solutions
- setting of diversity related measurable objectives for the Company, with progress reviewed annually
The Group’s approach to diversity is underpinned by practical objectives to ensure that all of its employees have equal opportunity to demonstrate their talents, commitment and results. The Company will measure its progress against these objectives and report to the Board annually. The Company’s diversity policy is here and the measurable objectives are reported each year in the Corporate Governance Statement.
The Board has a diversity target of 30% of its directors of each gender and expects to progressively improve over time towards this objective. When considering new Directors, the Board is committed to ensuring there is a balance of skills, diversity and experience in candidate selection.
The Company is also required to comply with the requirements of the Workplace Gender Equality Act 2012 in Australia. Each year, the Company lodges its annual compliance report which can be accessed on the corporate governance section of the Company’s website.
In the US, the Company has an Affirmative Action Plan. One aspect of this plan is to assess opportunities for social inclusion of minorities and protected groups (eg veterans, people with disabilities, etc) against market availability. Goals have been developed to attract qualified applicants in identified under-employed groups.