1. HR LEADERS RESOURCES SUMMIT MAY 2013 GOLD COAST QLD Gender Diversity Case Study Caltex Refining & Supply Milano Pellegrini Caltex HR Refining & Supply

2. Our Challenge Advertising says a lot We 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, Process Eng, Chemists 6. Caltex In 2008 there was an investigation. The 2010 ASX changes provided a new impetus for Caltex to think about how we were utilising available female talent pools, in the broader labour market and internally 7. 2011/12 GENDER OBJECTIVES & OUTCOMES Established Caltex Diversity Council, chaired by CEO, to drive gender diversity initiatives and outcomes Provided high potential women managers with development experiences to position them for promotion to critical leadership roles More than 90% of women managers participated in targeted programs with the aim of progressing their careers 8. 2011/12 GENDER OBJECTIVES/ OUTCOMES Caltex held 28 separate womens networking events Unconscious bias training rolled out to senior managers across Caltex CEO + Direct Reports + HR Heads have Gender Diversity Targets as part of their 5 BPOs Sponsored and participated in the 2011 Triennial International Conference for Women Engineers and Scientists in Adelaide 9. 2012 Gender Objectives Increase number of women managers in its pipeline critical successor Talent Pool (16% 20% 25%) Review remuneration by gender to ensure unconscious bias has not influenced outcomes Increase the number of graded employees who answer yes to Do you feel comfortable talking to your manager about flexible work arrangements? 10. 2013 Gender Objectives Maintain the reduction of voluntary turnover amongst graded female employees so that it continues at a similar proportion to the voluntary turnover rate of graded male employees (overlay with Kurnell Refinery closure) Establish measures to provide direct support to new parents who return to work following a period of 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 mothercraft nurses or carers, for ad hoc emergencies (up to 5 times a year). Caltex will provide a specialist service that assists parents locate the type of childcare they want for their baby. During 2013 Caltex intends to introduce facilities at its key work sites to provide privacy for nursing mothers. Doing things a little differently 12. 2012 Business Unit Action Plans Target being addressed Aim (What we are going to do) Strategies (How we are going to do it) Who Our Measures (How we know we are progressing in achieving our objective) Overall measure of progress Increase number of women managers in pipeline critical successor Talent Pool from 16% Threshold 20% Target 24% Stretch 28% Refining to have achieved between threshold & target, meaning: Threshold 29% Target 36% Stretch 43% Nominate 6 eligible women from refining to undertake follow up career development from the 2011 program RMT/ HRM 5-6 women from refining to have completed the Women on Boards In my Corner program Assess target in Q3 of 2012, the aim is to have achieved Target Nominate 15 eligible Grade 54 & 55 women from refining to participate in career development opportunities 12 women from refining to have completed the Womens Leadership Alliance program.