1. HR LEADERS RESOURCES SUMMIT MAY 2013 GOLD COAST QLDGender DiversityCase StudyCaltex Refining & SupplyMilano PellegriniCaltex HR Refining & Supply

2. Our ChallengeAdvertising says a lotWe have come a long way.Havent we??? 3. Sabrina Caltex TV Commercial 4. Caltex Australia 5. FRAMING NUMBERS 3,500 employees nationally 1,000 in Refining & Supply 30% to 34% women employed 25% of Board (inc Chair) vs 0% of EXCO 18% to 21% women in management roles Technical focus: Chem Eng, Mech Eng, Elect Eng, ProcessEng, Chemists 6. CaltexIn 2008 there was an investigation.The 2010 ASX changes provided a newimpetus for Caltex to think about howwe were utilising available femaletalent pools, in the broader labourmarket and internally 7. 2011/12 GENDER OBJECTIVES & OUTCOMES Established Caltex Diversity Council, chaired byCEO, to drive gender diversity initiatives andoutcomes Provided high potential women managers withdevelopment experiences to position them forpromotion to critical leadership roles More than 90% of women managers participatedin targeted programs with the aim of progressingtheir careers 8. 2011/12 GENDER OBJECTIVES/ OUTCOMES Caltex held 28 separate womens networkingevents Unconscious bias training rolled out to seniormanagers across Caltex CEO + Direct Reports + HR Heads have GenderDiversity Targets as part of their 5 BPOs Sponsored and participated in the 2011Triennial International Conference for WomenEngineers and Scientists in Adelaide 9. 2012 Gender Objectives Increase number of women managers in its pipelinecritical successor Talent Pool (16% 20% 25%) Review remuneration by gender to ensureunconscious bias has not influenced outcomes Increase the number of graded employees whoanswer yes to Do you feel comfortable talking toyour manager about flexible work arrangements? 10. 2013 Gender Objectives Maintain the reduction of voluntary turnoveramongst graded female employees so that itcontinues at a similar proportion to the voluntaryturnover rate of graded male employees (overlaywith Kurnell Refinery closure) Establish measures to provide direct support tonew parents who return to work following a periodof parental leave as a childs primary carer 11. September 2012 BabyCare Package launched 3% bonus paid each quarter to a primary carer once they return to work Provide returning primary carers with access to Dial-An-Angel mothercraftnurses or carers, for ad hoc emergencies (up to 5 times a year). Caltex will provide a specialist service that assists parents locate the type ofchildcare they want for their baby. During 2013 Caltex intends to introduce facilities at its key work sites toprovide privacy for nursing mothers.Doing things a little differently 12. 2012 Business Unit Action PlansTarget beingaddressedAim(What we aregoing to do)Strategies(How we are goingto do it)Who Our Measures(How we know weare progressing inachieving ourobjective)Overallmeasure ofprogressIncrease numberof womenmanagers inpipeline criticalsuccessor TalentPool from 16%Threshold 20%Target 24%Stretch 28%Refining to haveachievedbetweenthreshold &target, meaning:Threshold 29%Target 36%Stretch 43%Nominate 6 eligiblewomen fromrefining toundertake follow upcareer developmentfrom the 2011programRMT/HRM5-6 women fromrefining to havecompleted theWomen on Boards In my CornerprogramAssess targetin Q3 of 2012,the aim is tohave achievedTargetNominate 15 eligibleGrade 54 & 55women fromrefining toparticipate in careerdevelopmentopportunities12 women fromrefining to havecompleted theWomens LeadershipAlliance program.