12  Progress FY14  Diverseworkforce  Macquarie has expanded its reach to educate students in  secondary schools by joining  First10,  the largest careers and  employment program for secondary school students in  Australia, New Zealand, Asia and the United Kingdom. This  program will provide Macquarie with the ability to reach all  students and their careers advisors in every secondary  school in Australia. In addition, a presentation series was  rolled out to female secondary school students to educate  them on the breadth of opportunities within the financial  services industry. Macquarie will also continue to be actively involved with  industry groups focused on addressing gender balance with  an aim to leverage initiatives relevant to the secondary  school and tertiary student population. In addition, we have  undertaken further focus groups with staff to understand  attraction and retention drivers which will provide further  insight to inform the ongoing work on Macquarie’s employee  value proposition.  Macquarie aims to promote a workforce that is reflective of  the communities in which it operates. In particular,  Macquarie has enhanced its efforts to attract women to a  career in finance to ensure it can continue to increase the  representation of women at all organisational levels.  Macquarie has increased sponsorship of female university  societies and its involvement in events targeted at women  studying finance, whilst continuing to actively participate in  industry-wide diversity initiatives. Workshops have been held  at Australian universities to provide an insight into the career  opportunities in finance and assist students with developing  professional skills. Macquarie has implemented an extensive range of programs  and initiatives to support the achievement of its diversity  strategy over the past year. Gender Diversity objectives  Strategic imperative  Long-term outcome  sought  Objective  Diverse  workforce  Increase the  representation of women  at Macquarie at all levels.  – Increase female representation at senior leadership levels:  – Board of Directors  – Executive Committee  Division Head  – Senior Executive  – Expand efforts to promote finance careers to female secondary school and  university students  – Ensure female representation on all recruitment shortlists, and ask ‘if not, why  not?’  – Improve gender balance on Intern and Graduate programs Ensure female lateral hires are recruited at least in proportion to the underlying  female candidate pool  Inclusive workplace  Ensure an inclusive and  flexible workplace,  underpinned by policies  that support individuals  to reach their full  potential.  – Provide technology and maintain policies to support flexible work arrangements Provide leave benefits and maintain policies to support parental leave  – Provide parents and carers support prior to, during and upon return from leave Continue to participate in and sponsor networking and development programs  targeting women and other traditionally under-represented groups in areas such as  race/ethnicity and disability  Robust meritocracy  Embed equity and  transparency in all people  practices and processes  including remuneration,  promotion, succession,  retention, performance  and development.  – Continue to ensure pay equity for like roles and performance  – Continue to ensure equality for men and women in promotion decisions  Ensure participation in development and leadership programs is representative of  the underlying workforce demographics  – Retain women in same proportion as men  Maintain high return to work rates for staff on parental leave – Maintain high retention of staff returning from parental leave  Integration  and  awareness  Further integrate and  build awareness of  diversity and inclusion  objectives into the day- to-day operations of the  organisation to become  part of the way we do  business.  – Embed the principles of diversity and inclusion into all Human Resources related  policies, processes and programs to ensure the highest and fair standards in how  Macquarie hires, develops, pays and promotes staff  – Measure and assess diversity statistics in relation to these activities and decisions,  holding management accountable for inclusive practices  Diversity Report  continued  Macquarie Group Limited and its subsidiaries  2014 Annual Financial Report  macquarie.com.au 