Working at IOOF  IOOF  | Annual Report 2012 workshops and surveys with the aim to bring awareness of the EOWA report,  understand the challenges females face,  and create a focus for the upcoming year on what was relevant to the women  of the IOOF Group.  IOOF values the fresh ideas and  perceptions that employees from  different backgrounds can bring to  the workplace which can improve the  company’s products and services. IOOF  has a Diversity Policy and plan in place to increase the representation of: women  in senior roles; leadership; Aboriginal and  Torres Strait Islanders; people whose first  language was not English; people from  lower socio economic backgrounds;  graduates and people with a disability. As it did in 2011, IOOF recruited a number  of graduates that had mentoring programs  partnering these appointments in 2012.  IOOF strives to be an Employer of Choice  by encouraging workplace diversity, work/life balance and a satisfying learning  environment to achieve personal and  professional growth. The data collected has provided  IOOF with a guideline to develop and  implement HR initiatives that will further  improve our level of engagement and  add to the retention and attraction  strategy of the company.  Ensuring the safety and welfare of our  employees is a commitment we follow  through with Occupational Health and Safety initiatives and a confidential  employee assistance program. Equipping our people with the tools,  knowledge and skills to stay competitive is an easy investment in our future success.  Promoting career development and self-learning benefits the company through  increased productivity and retention of  staff. Investment in this area adds to the  value proposition of working at IOOF.  IOOF offers a range of programs and  services to all employees to assist them in  finding the appropriate balance between  work and family life. Policies include  Purchased Leave (48/52), flexible working  hours, part-time employment, community  leave, the workplace giving program, and 8 weeks paid parental leave. With representation in every state of  Australia, IOOF has 1019 employees with female employees representing  51.6 per cent of total employees. Of a  leadership group of nine, two are female.  IOOF also has one female at Board level.* In order to create a focus on encouraging  a gender balanced workplace IOOF has  supported a number of initial research  programs to address any gaps that may be  evident. A pay equity audit was conducted  amongst all levels of IOOF staff (excluding  the Board) to determine whether a gender  pay gap existed within the group. Whilst  a significant pay gap became evident, the  audit demonstrated that both genders  experience equality of remuneration,  however the gap was due to the imbalance  of women in higher level positions. As a result, a gender equality committee  will be formed in the upcoming year to  continue to drive initiatives and programs  and to foster and develop women into  senior roles across the various divisions. In 2012, IOOF also conducted a national  roadshow, consulting with women across  all levels of the business in the form of  Employee focus groups and  communication surveys encourage the communication of ideas by  employees to assist in the overall  improvement of the company. The IOOF iHealth program continues to  receive a positive response and a high level  of attendance by employees. The program  is fully funded by the company and  includes activities such as flu vaccinations,  skin cancer checks, healthy heart checks,  cholesterol checks and fitness challenges.  The program is conducted in the office  during office hours. This means employees  don’t need to take personal leave or erode  their family time to attend such activities  outside of work hours. For the first time IOOF completed the  worldwide Carbon Disclosure Project (CDP)  Investor response survey in 2012. CDP holds  the largest worldwide collection of self- reported climate change data.  IOOF believes that the efficient use of  resources makes good business sense,  which is why IOOF is committed to  improving our efforts with the environment.  As part of the annual review process,  employees are encouraged to set personal  development plans with their managers to undertake training that is appropriate for their role and future career.  In 2012/13 there will be an emphasis on  career planning and talent development  throughout the organisation. page 17 * As at April 2012 – the date of the Equal Opportunity for Women in the Workplace Agency (EOWA) report IOOF and the environment Commitment to balance Development of our people Diversity in the workplace