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Commitment to Inclusion and Ethical Business Practices

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Commitment to Inclusion and Ethical Business Practices

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My organisation is committed to maintaining a respectful and inclusive workplace and conducting its business in a responsible and ethical manner.

Sex discrimination: The organisation has policies, training and reporting processes in place to support respectful workplace behaviours and help prevent sex discrimination.

Modern slavery: The organisation considers modern slavery risks as part of its procurement and supplier management practices and demonstrates its commitment to transparency by publishing an annual Modern Slavery Statement on its website.

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Sex discrimination

At the broadest level, my organisation has a policy in place around discrimination, bullying and harrassment. This is aligned with relevant federal and state laws that prohibit unlawful discrimination. There is also a strong focus on Respect procedures and information. All staff and students have mandatory training and refreshers.

Another focus is on sexual harrassment. A specialised team is in place, and there are clear processes and procedures for reporting and accessing support.

Other relevant policies, practices and trainig are in place around gender inclusive membership of committees; and around equity, diversity and inclusion.

Modern slavery

My organisation has a Modern Slavery policy, and mandatory training to all staff. A report reflecting on pro-active modern slavery actions is mandatory to be included in the annual report. Recent actions have included: modern slavery clauses embedded across all standard contracts and procurement forms with suppliers and service providers; supplier code of conduct in place that addresses modern slavery expectations. There is also close cooperation with other similar organisations in terms of sharing experiences, and good practice.

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The Queensland Government is only the second government in Australia with a Human Rights Act 2019. To comply with the Act, my agency provides training to all employees on how to make decisions that align with the Act, we have manuals and guides to help staff act and make decisions consistent with the Act and we report annually in our Annual Report on our obligations under the Act. Our customer complaints framework also includes mechanisms to identify and respond to complaints that may have a human rights component.

Modern slavery

Information is available to all Queensland Government employees through the For government website on eliminating modern slavery in government supply chains. The Queensland Procurement Policy 2026, which my agency has implemented within our own procurement policies and procedures, states that agencies should take action to eliminate as far as possible or mitigate, modern slavery risks in relation to agency supply chains. Tools are available to staff to assist with this, including how to report suspected cases of modern slavery occurring in Queensland, elsewhere in Australia or overseas.

In relation to sex discrimination, my agency has a number of positive, proactive steps in place to address sexual harassment and sexual conduct in the workplace, including:

1. Mandatory annual training for all staff.

2. Information available to all staff on our intranet.

3. Policy, procedure and prevention plan, which responds to the Public Sector Commission's directive 02/25 Preventing and responding to sexual harassment and related conduct at work.

4. Sexual Harassment Contact Officers who provide a first point of contact for workers who have witnessed or experienced sexual harassment.

5. Multiple avenues for staff to report relevant behaviours.

6. Employee assistance program to support staff who have experienced sexual harassment.

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My organisation actively strives to create a safe and equitable workplace, free from sex discrimination and modern slavery. The organisation has adopted a range of policies designed to protect the rights of its employees and uphold ethical standards. These measures not only guide internal practices but also influence relationships with suppliers and partners.

Positive steps include:

Anti-Discrimination Policy: Clearly prohibits all forms of sex discrimination, ensuring equal treatment and opportunities for everyone regardless of gender.

Modern Slavery and Human Trafficking Policy: Establishes strict standards to prevent modern slavery and forced labour within the organisation's operations and supply chains.

Equal Opportunity Policy: Guarantees fair recruitment, hiring, and promotion processes, supporting a diverse and inclusive workplace.

Whistleblower Protection Policy: Provides a safe and confidential way for staff to report concerns about discrimination or exploitation without fear of retaliation.

Supplier Code of Conduct: Requires all suppliers and partners to comply with ethical labour practices and human rights laws, with regular audits and reviews.

Training and Awareness Policy: Mandates regular training for all employees to recognise, prevent, and report discrimination and modern slavery.

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Positive steps to avoid sex discrimination and modern slavery.

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Positive steps to avoid sex discrimination and modern slavery.

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Training upon induction for all staff on sex/gender based harassment and for management on Modern Slavery (training available for all staff) and annual refresher.

Policies for both Modern Slavery awareness and Sex/Gender based harassment which are mandatory to review during induction to the org unit.

A member of our org unit needs to be part of the wider organisation Modern Slavery Awareness working group and MS needs to be a standing item at all management meetings (monthly).

Implemented a Sex/Gender based harassment prevention plan that was co created by all staff within the org unit, which is to be updated annually at minimum with a significant number of preventative actions for all staff, management and leadership. Already had a whistleblower policy in place which complements this.

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Positive Steps to Prevent Sex Discrimination and Modern Slavery

1. Build organisational awareness and capability

Mandatory training for all employees and leaders on sex discrimination, respectful behaviours, modern slavery risks, and reporting pathways.

Leadership accountability through clear expectations, KPIs, and visible sponsorship of safe, inclusive culture.

Regular communication campaigns reinforcing rights, responsibilities, and the organisation’s zero‑tolerance stance.

2. Establish preventative processes and controls

Clear, accessible policies on discrimination, harassment, victimisation, and modern slavery, with practical examples and plain‑language guidance.

Early‑intervention mechanisms, including confidential reporting channels, bystander pathways, and rapid triage processes.

Risk assessments embedded into business planning, workforce management, and supply chain oversight.

Regular audits and assurance to test whether controls are working and identify systemic issues before harm occurs.

3. Strengthen procurement and supply‑chain governance

Supplier due diligence that screens for modern slavery indicators, labour exploitation, gender‑based risks, and unsafe working conditions.

Contractual obligations requiring suppliers to meet ethical sourcing standards, provide transparency, and remediate issues promptly.

Ongoing monitoring, including spot checks, independent audits, and escalation pathways for non‑compliance.

Supplier education to uplift capability across the value chain and reinforce expectations.

4. Enforce a clear zero‑tolerance approach

Zero tolerance for discrimination, harassment, coercion, or exploitation, with consequences that are consistent, transparent, and proportionate.

Immediate escalation of serious allegations to senior leaders and, where required, external authorities.

Whistle-blower protections for employees who speak up or raise concerns.

Public reporting (e.g., modern slavery statements, gender equality reporting) to demonstrate accountability and progress.

5. Continuous improvement and cultural uplift

Regular review of policies, training, and controls to reflect emerging risks and best practice.

Data‑driven insights from complaints, audits, and workforce metrics to identify hotspots and target interventions.

Leadership modelling of respectful, ethical behaviour to set the cultural tone.

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Our organisation is committed to sustainable and responsible business practices – in the interests of the

company, its employees and the general public alike. The global group recognizes its responsibility as a member of society in all regions in which it operates. It upholds the internationally declared human rights, the protection of natural resources as well

as the cultural, social, political and legal diversity of societies and nations. We have jointed the United Nations Global Compact which underscores how seriously we take our sustainability activities.

In Australia, we report annually pursuant to the Modern Slavery Act 2018

(Cth) in relation to the steps we have taken to assess and address modern slavery risks. As described in our previous modern slavery statements, we have a number of policies in place to prevent or minimise the risk of modern slavery in our operations and supply chain. These

policies, as summarised below, and continued to be implemented

- STIHL’s whistleblower system, which was rolled out across the group, including

STIHL Australia

- Implementation of a Global and local code of conduct for employees based on the principles of the United Nations’ International Labour Organization (ILO). Designed as an important tool for preventing compliance violations, the Group uses it to affirm its aim of complying with

internationally recognized human rights standards.

- spreading the message was the STIHL

intranet, along with various training and communication offerings. In order to reach all employees as effectively as possible, versions in French, Spanish, Portuguese, and Chinese are now available in addition to German and English.

STIHL Australia encourages the reporting of any instances of suspected unethical, illegal, fraudulent or undesirable conduct involving the company. Accordingly, STIHL Australia

provides protections and measures so that those persons who make a report may do so

confidentially and without fear of intimidation, disadvantage or reprisal. The policy applies to

protected disclosures made by:

• a Director, officer, employee, former employee or contractor of STIHL Australia;

• an individual who supplies goods or services to STIHL Australia;

• an employee of a person or entity who supplies goods or services to STIHL Australia

(whether paid or unpaid);

• a legal representative of a person in the above categories

Recruitment Procedure

During the Reporting Period, we continued to require prospective employees to complete a

national police check, provide proof of entitlement to work in Australia, and undergo a preemployment medical. Employment offers are made subject to successful completion of these

checks.

STIHL Australia Training

A discrimination and harrasement module is delivered to employees every 2 years and a modern slavery awareness module was delivered by our external subject matter expert and

the recording was uploaded to our learning management system (LMS) and issued to

employees. This module was prepared with tailored content specific to our business to ensure

that the risks and processes to mitigate the risks were relevant to STIHL Australia employees.

In our supply chain

Doing business responsibly goes beyond a company’s own four walls. STIHL expects the

same high standards from over 10,000 suppliers. Responsible labour and business practices,

as well as environmental protection and transparency, are core values throughout STIHL’s

supply chain. During the Reporting Period, STIHL focussed on expanding a global sustainable

supply chain network (SSC). The goal of the network is to create a community of people and

organisations that are interested in SSCs and are responsible for promoting them within

purchasing departments and at production companies. To this end, STIHL established a

structure, convened regular meetings, and organised training on topics such as child labour,

forced labour, and the sustainability processes at STIHL.

STIHL’s supply chain management approach helps STIHL to contribute to the goal “Decent

work and economic growth” (United Nations Sustainable Development Goals, SDG 8) by

promoting minimum social standards and enforcing respect for human rights requirements,

including the ban on child labour, as well as fair and safe working conditions.

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My organisation has recently implemented a Respect Policy as well as documented review and acceptance by directors, officers and executives of the AICD Guide to the sex discrimination Act.

Whilst we are not yet required to report on modern slavery within our company, conversations and reporting processes are being reviewed and adapted to capture appropriate date, procedures and reporting structures for the future.

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My organisation has a number of mechanisms to ensure that it is a safe workplace for all including against sex discrimination and modern slavery. Some of these mechanisms include guidance, policies and procedures related to both sex discrimination and modern slavery which cover items such as defining the key responsibilities of managers, the HR team, the executive, as well as all staff. The documentation also defines what prevention activities, reporting mechanisms and requirements, toolkits as well as what support are available to staff and how they can access these resources.

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DCJ’s strategies to eliminate sex discrimination in the workplace are captured under its Code of Ethical Conduct and Bullying and Harrassment Policy. Together, these inform personnel at all levels of DCJ’s commitment to eliminate sex discrimination, the behaviours regarded as unacceptable under applicable legislation and personnel rights and responsibilities, with a focus on prevention and reporting.

DCJ also has an Inclusion Strategy, Gender Equality Action Plan and guidance material on inclusion of LGBTQI+ personnel, where positive inclusion (including people of all genders) aims to promote a culture where clients and colleagues feel respected and valued.

Policy implementation is backed by mandatory training for all staff that includes guidance on key requirements of the legislation, the ability to recognise instances of sex discrimination, and encouragement for staff to be ‘upstanders’ to protect colleagues. For managers, it also includes the recommendation to raise sex discrimination and other forms of bullying and harassment as potential psychosocial hazards in team meetings and encourage reporting.

Similar methods are in place for Modern Slavery. DCJ’s commitment to respecting and protecting human rights is set out in its Modern Slavery Policy and Modern Slavery Risk Management Plan. Together, these documents outline relevant statutory requirements, and the steps DCJ takes to prevent, identify, mitigate, remedy and report on modern slavery risk in its operations and supply chains.

Procurement is one of the key risk areas for Homes NSW. Risks in this area are managed via  standardised procurement documentation and due diligence requirements, backed by mandatory training.