annual report - Harvey Norman Company Reports & Announcements

CORPORATE GOVERNANCE STATEMENT (CONTINUED)
Diversity
In accordance with the ASX Corporate Governance Council's "Corporate Governance Principles and Recommendations"
in June 2012, the Company established a policy concerning diversity which includes requirements for the Board to establish
measurable objectives for achieving gender diversity and for the Board to assess annually both the objectives and progress
in achieving them. The Board is developing measurable objectives for the year ending 30 June 2013, in accordance with
that policy. Present measurements are set out below.
Diversity Policies
The Company has established both a Board Diversity Policy and Employee Diversity Policy during the current financial year.
The Company recognises the importance of having a diverse workplace and embraces the corporate benefits that a
diverse workforce adds to an organisation. The Company believes that increasing diversity in the Company is essential to
producing greater value for its shareholders, as it allows the Company to become more innovative, responsive, productive
and competitive.
The Company is committed to promoting an environment that embraces and promotes diversity and that is conducive of
the selection of well qualified employees and senior management candidates from diverse backgrounds, experiences and
perspectives. The Company recognises that employees of all levels will assume changing domestic responsibilities
throughout their careers.
In relation to the Board the Company recognises the importance of having a diverse Board and embraces the corporate
benefits that a Board comprising members of diverse backgrounds, experiences and perspectives brings to an
organisation. The Company views increasing diversity at board level as essential to producing greater value for its
shareholders as it allows the Company become more innovative, responsive, productive and competitive.
The Company is committed to promoting an environment that embraces and promotes diversity and that is conducive of
the appointment of well qualified candidates to the Board. The Company recognises that members of the Board will
assume changing domestic responsibilities throughout their careers.
Both policies are available on the Company's website.
Present Measurements
The Company presently measures:
1) the number of female and male employees;
2) the different positions held by female and male employees;
3) the number of female and male employees in full time, part time and casual roles; and
4) the salaries of female and male employees and whether a pay gap exists in the Company.
Workforce Gender Profile (2012)
As at 30 June 2012 women represent 41.23% of total employees of the Company, 31.18% of employees in senior executive
positions and 10.00% of the Board.
Diversity Objectives 2013
The Company is committed to increasing the participation of women in the Company so as to broaden the talent pool
from which future leaders of the Company can be drawn.
The following gender diversity objectives and initiatives have been agreed by the Board for the financial year ended 30
June 2013.
1) Formalise a Flexible Work Policy and a Working From Home Policy.
2) Review the Company's employee diversity survey to include a wider range of questions to obtain more detailed
information about the diversity of the composition of the workforce with a view to assessing the progress of the
Company towards achieving greater diversity in the workplace.
3) Undertake an annual employee diversity and opinion survey and analyse data collected about the composition of
the workforce to assess the progress of the Company towards achieving greater diversity in workplace.
4) Review HR policies and processes to ensure that they are inclusive in nature and do not expressly or implicitly operate
in a manner contrary to the Employee Diversity Policy or the Board Diversity Policy.
5) Conduct an annual internal audit of the bullying and harassment training completed by employees and the Board to
eliminate bullying and harassment in the workplace.
6) Become a member of Diversity Council Australia to reinforce the Company's commitment to an inclusive culture and
diversity in the workplace and to add value to diversity related initiatives.
40