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Diversity, equity and inclusion (DEI) makes our business stronger

We are proud of the diverse and inclusive workplace we have created over the years and continue to nurture.

Our employee survey results show that our people believe their unique experiences and thoughts are valued highly.

We also incorporate equity into our decision-making principles, recognising that we do not all start from the same place and need to acknowledge and make adjustments to address imbalances. This is reflected in our Diversity, Equity and Inclusion Policy.

Some of our achievements to date:

• Establishing eight Employee Resource Groups (ERGs) so far, with representatives globally;
• Establishing a new DEI working group – consisting of members of our People, Technology and Facilities teams, with input from ERGs – to practically implement new ideas to support DEI;
• Introducing a global calendar of employee-driven events to promote inclusion, mental health and wellness initiatives;
• Improving our interview guide to include more information on our ways of working and competencies, to further reduce bias in the interview process;
• Providing mentoring opportunities for our employees through the ERGs and Solaris, an external leadership development program for women of colour looking to advance;
• Improving data insights via our People management system upgrade, to enable our employees to voluntarily provide their personal information and capture more insights into who they are, e.g., their ethnicity, gender, veteran status and whether they have a disability.

Our DEI strategy

Computershare’s FY23-25 Diversity, Equity and Inclusion strategy details the steps we will take to achieve five key actions over this period, being:

• Ensure visible leadership commitment
• Capture more data and set targets to accelerate diversity in leadership
• Further embed diversity principles into People policies and processes
• Continue our talent acquisition review
• Integrate diversity into customer and supplier channels

The plan also includes measures for success and a three-year horizon plan to ensure long-term progress.

Our Employee Resource Groups (ERGs)

Our ERGs are employee-led collectives of people with common experiences, and allies. They are intended to affirm and shape the culture of inclusion across our company.

We have currently eight ERGs, being the Black Leadership Group, three regional Women4Women groups, Purple Pride, Healthy Minds, DisABILITY and Hispanic and Latino Opportunity for Leadership Advancement (HOLA). They:

• Have more than 2,200 members who help us build a better, stronger business by working on key objectives and priorities
• Support our employee engagement programs through hosting events and providing learning resources
• Review and develop policies, such as our Gender Affirmation Policy
• Guide our Talent Acquisition marketing materials, to help attract a diverse range of people into the organisation
• Inform our People policies to ensure we embed inclusive language and principles

Our global HQ – built for wellbeing

Yarra Falls is Computershare’s global headquarters in Melbourne, Australia.

The office has been renovated for a workforce driven by flexible working and to promote health and wellbeing for our people. It features:

• Centralised food preparation to encourage staff out of their chairs and away from the work areas for a movement and mental break
• Skylights to boost natural light, with most of workstations located underneath them
• A gym, as well as a bicycle storage area and repair facilities to encourage exercise
• Plants to improve air quality and help reduce stress