FAIRFAX MEDIA  LIMITED  2013  53 CORPORATE GOVERNANCE DIVERSITY  The Company has submitted and is compliant with the Workplace Gender Equality Act 2012 report in Australia. The workforce gender demographics were, as at 30 June 2013: • Proportion of women on the Board: 25% • Proportion of women in senior management: 28%  • Proportion of women across the organisation: 52%  ACTIONS COMMITTED IN THE LAST REPORT PROGRESS Conduct further research to gather  robust diversity metrics across  the business and in individual  business units. New reporting has been introduced providing management with monthly data on employee  demographics. This includes diversity metrics including employment type, gender, tenure, age  bracket and job family. The 2013 Workplace Gender Equality Agency report in Australia has been submitted in accordance  with the Act. In line with the Act, the report is available on the Fairfax website and the intranet for  comment by staff, employee organisations and shareholders.  The Company is a member of the Diversity Council of Australia and has recently joined the HR  Corporate Executive Board. This enables managers and Human Resources staff to gain access to  market trends on and best practice on diversity. Conduct a pay equity audit across  Fairfax Media To complement the data collected for the 2013 Workplace Gender Equality Act report in Australia,  additional analysis was conducted regarding pay equity. Some preliminary findings included: • Across Australia the female percentage difference of average annualised total package value (TPV)  for full time and part time staff is -32%.  • The largest disparity in job families between male and female TPV is in Printing and Distribution  (-35%) and the lowest is in Editorial (-17%). • Further data collection and analysis will be conducted in next financial year to determine possible  causes of negative percentage difference for female employees. This will in turn help support  specific action plans. The recruitment process for all Senior  Management appointments to include  a senior female on the interview panel  and at least one female candidate in  the shortlist. There have been several senior executive roles appointed this year where at least one female was  included in the recruitment process, and where appropriate, a female candidate was included in the  shortlist. Senior executive roles have included:  • Chief Financial Officer • Director of Strategy • Managing Director, New Zealand • Group Director, Digital Ventures • Director, Life Media Further work will occur in 2014 for this process to become a standard way of working across  the Company. OVERARCHING MEASURE SUPPORTING ACTIONS UNDERTAKEN PERFORMANCE 30% female participation in  Senior Management by 2015 • Conducted a pilot “Women in Leadership” presentation and  focus group session comprising of 20 senior women from  across the Company. • Increased opportunities for flexible work arrangements by expanding  the ability to take additional annual leave each year to more staff. • Where identified, high potential women were strategically matched  with senior leaders across the business as part of the Fairfax  Mentoring Program. More than half of the participants in the  program were female. • More than half of the participants in the 2013 Fairfax Leadership  Programs were female. On track to achieving target.  There was an increase in the  percentage of females in senior  management positions to 28%  this year, compared to 26%  last year. The Company is committed to creating a workplace that is fair and inclusive. The measures and actions undertaken to achieve  our commitments in the financial year are outlined in the following table: 