RIP CURL Sustainability Report 2020

This report is an excerpt of the Kathmandu Holdings Limited 2020 Sustainability Report. Please note page numbers will not be displayed sequentially. 96 OUR JOURNEY 97

The Search, Portugal. Our journey. 98 OUR JOURNEY 99 Our journey. Brand values in action.

When I became CEO, we sat down To help face our challenges, we’ve Rip Curl CEO and worked out where we would focus made some changes with our crew to Michael Daly is our sustainability efforts for the next help us ramp things up. We hired decade. We came up with three areas Lucy Nakaroti to fill a brand-new role CUSTOMERS well placed to of focus. of Sustainability Coordinator. WE SUPPORT YOUNG SURFERS WITH OUR GLOBAL GROMSEARCH EVENT SERIES. comment on We’ve also created a sustainability SAVE OUR SURF working group, which is made up of the company’s representatives from departments The first area of focus is on preserving around the business. sustainability and protecting our oceans. This work was already under way with beach Together, we’ll tackle the challenges journey. He’s been cleanups around the world, as well as ahead of us — making sure we focus CREATIVITY AND INNOVATION tree planting and foreshore protection. on the areas where we can have the with the company greatest impact. WE USED RECYCLED MATERIALS TO CREATE BEAUTIFUL NEW SHOP FITOUTS THAT REFLECT OUR BRAND AND HAVE A LOWER ENVIRONMENTAL FOOTPRINT. for 18 years and ENVIRONMENTAL PRODUCTS in the role of CEO This area of focus covers everything from the fabrics we select to swing since 2012. tags and polybags. We are challenging ourselves to push this COMMITTED CREW Rip Curl is a 50-year-old company. area further with our Saltwater WE SUPPORTED PASSIONATE CREW CLIMBING When I started 18 years ago, there Culture Collection. SUMMITS FOR KIDS WHO NEED HEART SURGERY. were only three stores. Now there are more than 200. Rip Curl is a global ACT SUSTAINABLY company with staff on five continents Under this banner are initiatives that and our own manufacturing facility in help us become a better corporate Thailand. citizen – from elevating our supplier When the company founders started base to managing our waste. COMMUNITY AND ENVIRONMENT making plans to retire in the late 90s, OUR PLANET DAY INITIATIVES AROUND THE WORLD PUT CREW TO WORK We are getting better in all of these they put on paper the values and IMPROVING THE ENVIRONMENT IN THE LOCAL COMMUNITIES WHERE WE OPERATE. areas, but we still have a lot of work principles of the brand that they to do. The acquisition by Kathmandu wanted to see carry on. One of those has been a great catalyst for us to values is to actively contribute to the look internally at what we can do communities we operate in, especially better. We are going through the the environment. B Corp baseline assessment, and we HONESTY AND INTEGRITY This is something Rip Curl has done are all in on that. It aligns really well WE’VE JOINED KATHMANDU’S MISSION TO IMPROVE THE LIVES OF PEOPLE MICHAEL DALY very well. We often operate in small with our values. IN OUR SUPPLY CHAIN WITH A TRANSPARENT NEW SUPPLY CHAIN PARTNER. beachside communities where we are CEO I’m very proud that our company is the biggest employers in town. not one that has woken up overnight Here in Torquay, Victoria, there and picked up sustainability because wouldn’t be a facility or organisation it is good for sales. It is something that we haven’t contributed to in that fits the brand values that have some way. I’ve joined our crew been written down for 20 years and planting trees, weeding and removing are lived passionately by our team, rubbish at our annual Planet Day, some of whom have been with the which has run for 20 years now. company for 48 years. Three time World Champion Mick Fanning competing at Pipeline, Hawaii/ 100 OUR JOURNEY 101

Our world. KEY

FACTORIES 98 TOTAL China – 65 India – 15 Bangladesh – 6 Thailand – 3 Vietnam – 3 Australia – 2 France – 1 Indonesia – 2 Italy – 1 Mexico – 1

Sweden

UK Germany MATERIALS SOURCING

Canada China, Taiwan, South Korea, Italy, Thailand, Bangladesh, Indonesia, France India, USA, Japan

China Spain Portugal Italy USA South Korea Japan

Hawaii Mexico Thailand Taiwan Bangladesh

OPERATIONS India Vietnam Stores - 160 Australia 104, NZ 1, Brazil 3, Indonesia Canada 2, Europe 20, Japan 2, USA 28

Tahiti Head office – 8 Brazil Australia 3, Brazil 1, Europe 1, Japan 2, USA 1

Warehouse – 6 Australia 2, Brazil 1, Europe 1, Japan 1, USA 1 Australia South Africa

New Zealand

EVENTS AND ATHLETES

Australia (QLD, VIC, WA), Indonesia, Brazil, South Africa, Tahiti, USA, France, Portugal, Hawaii A total of 10 Rip Curl team-riders attend each of these locations whilst competing on the WSL Championship Tour. 102 OUR SUPPLIERS 103

Kolton Sullivan and Leah Thompson in Indonesia. Our suppliers. 104 OUR SUPPLIERS 105

OUR SUPPLIERS Baptist World Aid. 2019 5 99 100% EXITS NUMBER OF % OF NEW SUPPLIERS FACTORIES SCREENED USING SOCIAL CRITERIA Rip Curl began contributing to Last year, Rip Curl moved under the “There is always Baptist World Aid’s Ethical Fashion Kathmandu Holdings Limited more to do and Report in 2017. From 2017 to 2018, umbrella, a B Corp with Fair Labor we improved from a C+ to a B+ and Association accreditation. more to learn.” then maintained that score in 2019 This relationship brings a lot of supply 13 TOTAL AUDITS despite increased reporting chain experience, and Rip Curl is ready HELEN SHARP requirements that caused a lot to take the next step up. We have of brands to drop. announced we will align with RIP CURL ETHICAL SOURCING Kathmandu’s supply chain AND COMPLIANCE MANAGER Rip Curl Ethical Sourcing and management under ELEVATE — the Compliance Manager Helen Sharp same supply chain consultant used by says the approach has been 53 606 154 our parent company. NUMBER OF HOURS CORRECTIVE conservative. “Unless we can 100% SUPPLIERS TRAINING STAFF ACTION PLANS back up our claims, we don’t make ELEVATE will help Rip Curl introduce a them, so I think our real position is social media-based grievance probably a bit better than what mechanism for workers that will give we report.” them a voice. “We take it for granted that we can raise an issue if we have Providing all the detail for the report one, but for many people in the world, is a long and arduous process, but it it’s not that easy,” Helen says. has helped give Rip Curl a better picture of where we are and how we “There is always more to do and more Our partners. can improve. to learn,” says Helen. “Working with ELEVATE gives us a presence in- “It can be daunting to look at all the country and allows us to streamline data that is required, but I think things with Kathmandu and even overall we learned that we are doing a share audits. This is a new chapter lot more than we thought we were,” for us. It’s really exciting.” Helen says. “We also became more INTERTEK AUSTRALIAN PACKAGING aware of where we can improve some For 31 years, Rip Curl has owned its COVENANT ORGANISATION We partner with Intertek, a of our processes and procedures.” own factory in Chang Mai, Thailand, (APCO) leading Quality Assurance and which employs 528 people making This year, instead of a report, Baptist testing provider. We are a signatory of the wetsuits and personal floatation World Aid is asking brands to commit Australian Packaging Covenant, devices. to supporting workers in their supply continuing to collaborate with chain as Covid-19 ravages the world. Helen says, “Owning our own factory other industries on sustainable ensures that the workers are fully paid packaging solutions. Rip Curl’s supply chain philosophy is and all rights respected. We also built heavily on relationships — with support many local community some suppliers having been with the projects — including projects to clean company for 25 to 30 years. LEATHER WORKING GROUP AUSTRALIAN INDUSTRY up rubbish, support Children’s Day, “It’s about a partnership based on GROUP support housing the poor and fund Working with a supplier that is mutual respect,” says Helen. medical equipment for the local approved by the Leather AI Group provides unlimited “Empowering the workers is hospital. Working Group helps us to calls to the workplace advice something we can do better with a assess the environmental line, regular award and long-term relationship that allows for compliance, performance compliance updates and improvement.” capabilities, and to promote access to HR, safety and sustainable and appropriate business improvement environmental business resources, webinars, podcasts, practices within the leather networking and knowledge industry. events. 106 OUR PRODUCTS 107

Leilani McGonagle wearing the Saltwater Culture Cheeky Coverage Long Sleeve Swimsuit and Leah Thompson wearing the Saltwater Long Sleeve Surf suit at the beach in Indonesia. Our products. 108 OUR PRODUCTS 109

OUR SUSTAINABLE TOTAL FABRIC SEARCH 152% INCREASE

ORGANIC COTTON REGENERATED POLYAMIDE RECYCLED (ECONYL) POLYESTER

TONNES 3.6 TONNES TONNES 7. 2 2019 6.9 2019 2019

TONNES TONNES TONNES

2020 11.4 2020 22.9 2020 10.3

218% 217% 50% Molly Picklum wearing the G Bomb Long Sleeve Spring Hi Cut INCREASE INCREASE INCREASE Wetsuit, surfing in NSW.

Made with sustainability One of the biggest challenges with RECYCLED FISHING NETS IN production, reducing the global the Saltwater Culture Collection is SWIMWEAR RANGE warming impact by up to 90%. in mind. managing the extra costs of Senior Swimwear Designer Natalie “I did my research on Econyl because I sustainable products. Consumers Bortolotto had an idea to develop a was sceptical. Some plastic recycling aren’t always willing to pay more for planet-friendly range and then took it uses huge amounts of water and sustainability, so our focus for the a step further. energy, and I wasn’t interested in future is on larger-volume product greenwashing,” Natalie says. “It’s all very well Our Saltwater Culture Collection is Other product divisions were challenged categories where we can have more “I put forward the idea of changing made with sustainability in mind. to create products for the collection. impact and more purchasing power. our entire basics range to be recycled By putting this fabric into a timeless This collection is Rip Curl’s foray into This added Econyl swimwear, organic fabric,” Natalie says. essentials range, Natalie says this to use recycled “Our industry is inherently connected sustainable product development. cotton tees, recycled polyester long-lasting swimwear can be a great with the environment and protecting Eco Surf Essentials launched last year material, but the It’s a place to learn and experiment backpacks and equipment and even part of a carefully considered our environment. We’re also aware using Econyl, a fabric created by with recycled and low-impact footwear made from sugarcane. wardrobe. philosophy is all materials that still deliver the that our industry causes harm, but Italian firm Aquafil that regenerates When the wetsuit division created a durability that Rip Curl products are we all have a vision to make it more industrial plastic and fishing nets. Around 65% of the Rip Curl swim encompassing." recycled polyester rash vest for both sustainable,” Jarrah says. collection now uses recycled elements. famous for. Traditional nylon production uses huge genders, that gave the range a good We’ve used more than 15 tonnes of The next steps are to find ways to amounts of water and produces JARRAH MCDIARMID “The most sustainable thing we can boost in unit numbers. Econyl so far — that’s saved 105 track and measure our impact and nitrous oxide, which is 10 times more do is make really durable products,” barrels of crude oil and 5.71 tonnes of PRODUCT MANAGER EQUIPMENT All Saltwater Culture products use set goals for converting more and potent than carbon dioxide. says Jarrah McDiarmid, Product CO emissions. AND ACCESSORIES recycled polyester trims, recycled paper 2 Manager Equipment and Accessories. more of the range to sustainable It’s estimated that up to 40% of FSC swing tags and string. “That’s what Rip Curl is built upon. fabrics. plastic waste in the ocean is nylon. “We are a brand that is heavily Discarded fishing nets threaten connected to the ocean so I want to It’s one of our key brand values.” “It’s all very well to use recycled “Everyone at Rip Curl is really marine life — trapping whales, make sure we're leaders' in innovation material, but the philosophy is passionate about sustainability, but The first product produced under the dolphins, sharks and turtles. and sustainability. As a designer, all-encompassing. We want to look at it’s still kind of new for us. We’ve got a Saltwater Culture Collection was the thinking about sustainability requires the whole product and how it is shipped, lot to learn in this area. We aren’t Econyl collects this waste and Mirage boardshort, made from me to think outside of the box, which delivered and communicated.” perfect, and neither is this collection. transforms it into a high-quality fabric recycled polyester using recycled I love. And creativity and innovation is But it’s the start, and we’re proud to that uses less water and creates less plastic bottles. one of Rip Curl’s core values, so it fits.” say we are making progress.” waste than traditional nylon 110 OUR FOOTPRINT 111

Pro surfer Mick Fanning surfing in the Maldives. Our footprint. 112 OUR FOOTPRINT 113

Polybag OUR FOOTPRINT footprint BY THE NUMBERS decreased.

This year, we’ve learned that small Product by product, gram by gram, things can make a big difference. bag by bag, our search for more 950,000 55,500 Plastic bags do an important job of sustainable ways of operating is SUSTAINABLY SOURCED SWING TAGS COMPOSTABLE BAGS keeping our product safe from turning up big gains through many REPLACED PLASTIC BAGS damage as they move from suppliers small tweaks. through our distribution centres. The next step is to introduce new and Without them, damage to products better ways to measure our impact could result in huge volumes of waste. and then set targets for continued But that doesn't mean we can’t improvement. improve. NEW POLYBAGS CONTAIN We looked into ways to reduce the RESPONSIBLE MATERIALS FOR impact of our protective polybags by SWING TAGS reducing the thickness of the plastic and increasing the recycled content This year, we changed most of our % swing tags and paper trims to 12,500 40 while still retaining the strength to POLYBAGS SAVED LESS PLASTIC BY WEIGHT AND protect goods in transit. responsibly sourced materials – a mix of Forest Stewardship Council (FSC) IN DENIM TRIAL 30% RECYCLED PLASTIC The magic formula that we settled recycled paper and paper from on uses 40% less plastic and 30% controlled woods. recycled plastic. After use, we aim to recycle as many bags as possible, In our first season, this meant but for any that do end up in landfills, 950,000 responsibly sourced we have also included a swing tags would land in shops. biodegradable additive that means Eyewear, watches and footwear they will break down over time and are the last of our products using will not create microplastics. non-responsible paper, so these will be our next challenge. So far, more than 1 million of these greener bags have been ordered. Our accredited swing tag supplier will track the impact of this change. Another part of this polybag project looked for ways to reduce the total “Swing tags might seem like a very number of polybags. We combined small part of our product,” says items like belts into packs of 5 or 10, Women’s Head of Design Amy Findlay, and we removed polybags on all “but we produce upwards of 9.6 million black wetsuits. of them globally per year.” We trialled putting denim products Swing tags are required on every item into a single large bag instead of to house a barcode and important individually wrapping each one. style information, which are used by We saved 12,500 bags in the denim suppliers, warehouses and in store. trial. And a best-selling towel was “Moving our swing tags to FSC- changed from being sold in a plastic certified paper is a small manoeuvre bag to a reusable tote bag. our team thought we could work Bye-bye plastic. through with our supplier to improve Since we converted our online sales our environmental stance,” Amy says. satchels to home compostable bags, we have saved 55,000 plastic bags.

The Search, Alaska. 114 OUR FOOTPRINT 115

Rip Curl store at Sydney Domestic Airport

Rip Curl Group Store Experience Creative Director James Taylor and Crates, plants and other shop fittings constant work in progress.” This more Manager Angie Vendy was concerned they looked hard at what they could were sourced from second-hand sustainable approach to store fit-outs Timeless store and frustrated by the disposable do to reduce the impact. shops. Disposable point of sale items has been applied to six stores around approach to store fit-outs. from the previous concept were the world, and this will be the new “The aim was to use reclaimed or replaced with point of sale that was approach to refitting Rip Curl’s 70 “Retail fit-outs globally are so sustainable timbers throughout, and long lasting and interchangeable with flagship stores in the future. Each store design pushes disposable” Angie says. “Leases come design permanent elements like recycled stocks. is designed individually, and stand- up every five years and as part of the fixtures that were long lasting and alone stores are often stripped back to lease renewal a new fit out is required could be reused at the end of the Angie says the first fit-out was reveal their raw architectural features. back against or a new brand goes into that space.” lease. We also wanted to create a challenging to source the quantities The common practice is to de-fit the timeless, authentic retail environment and ensure all of the reclaimed “There’s so much more we want to do. site and discard all components and that reflected the DNA of our 50-year materials passed airport We would love to have our retail stores disposable start again. We are very passionate old brand.” requirements. “Reaching the vision for Green Star accredited. The biggest plus about changing that for Rip Curl.” this concept required all team from the Sydney Airport store has been Reclaimed hardwood flooring, ceiling members to come together to execute the customer feedback, and the staff When designing the new concept for and wall linings were used along with all elements. We definitely had our love the feeling of working there.” Rip Curl at the Sydney Domestic custom made bespoke fixture items fitout culture. challenges with this concept and it’s a Terminal, Angie partnered with made out of second hand timbers. 116 OUR COMMUNITY 117

Rip Curl surfers comparing equipment on the North Shore Hawaii. Our community. 118 OUR COMMUNITY 119 We surf, we care.

This is the idea that governs our The Great Ocean Road Coast years our crew gets stuck into the less approach to community – whether Committee has been working with glamorous jobs of weeding and we’re planting trees or pulling weeds Rip Curl Planet Day for 20 years. picking up rubbish, and we’re proud around our head office on the Project Manager Evan Francis says that the trees we’ve planted have a Victorian coast or other international Planet Day helps foster community survival rate of more than 80%. offices or supporting communities ownership and appreciation, which he Rip Curl Group CEO and Planet Day who host our GromSearch junior surf says is one of the best ways to protect participant Michael Daly says, events around the world. this unique coastline. “The Rip Curl Planet Day has become Each year for the last 20 years, “Projects have ranged from clearing a popular tradition for our crew, and Rip Curl staff at Torquay swathes of weeds throughout the it’s awesome to see the results from headquarters have allocated one dunes to large revegetation projects, previous years in our coastal areas.” working day to work with local many of which would not have been environmental groups to improve started unless we had the workforce AUSTRALIAN BUSHFIRE SUPPORT the Surf Coast area. provided by Rip Curl.” The Australian bushfires had a big Planet Day, as we call it, has resulted We asked the volunteer groups we impact on our community, and we in more than 100,000 indigenous work with how we can best contribute, showed our support by donating plants reintroduced and more than and they told us what they need most $73,285 from sales of our eco tote bag 17,000 hours of volunteer labour to is hours. There’s no point planting to local rural fire services in each state help those plants survive and thrive. trees if they don’t survive, so some where sales were made. To support threatened wildlife, we also donated to Wildlife Victoria, Port Stephens Koalas and Adelaide Koala and Wildlife Hospital.

PLANET DAY AUSTRALIA 170 20 17,000 STAFF YEARS VOLUNTEER PARTICIPANTS HOURS 3400 100,000 WORKING DAYS COMMITTED INDIGENOUS PLANTS

Nyxie Ryan gets chaired up the beach after winning a GromSearch event in Australia. 120 OUR COMMUNITY 121 Planet Day dispatches from our global crew.

UNITED STATES and participation. But for others, “Right through the event is a springboard to a In partnership with the Surfrider professional surfing career, so the GromSearch Foundation, our US crew spent their participants can also test themselves Planet Day picking up more than series, we always against elite-level surfers from their 1200 “pounds of trash”. Only three of area, their country and, eventually, 11 scheduled cleanups went ahead try to think from around the world.” this year because of Covid-19. carefully about In September, 100 employees The GromSearch events are also an how to reduce collected 50 lb of trash from opportunity to give back to local San Onofre Beach in California. communities, and we leave it to our packaging and In December, 150 volunteers including crew on the ground to come up with Rip Curl staff collected 1100 lb in the best ways to do this. In Brazil, waste, even with Haleiwa, Hawaii, and in February, each participant is given a native tree prizes." 70 volunteers including Rip Curl staff to plant as part of the competition, collected 55 lb from the beach in and we’ve partnered with the Ventura, California. Eco Local Brazil charity to make MARK FLANAGAN Rip Curl GromSearch “the most environmental friendly amateur RIP CURL NATIONAL TEAM, BRAZIL surfing event in Brazil”. EVENT & PARTNERSHIP MANAGER Rip Curl Brazil works with beachfront hotel Jequitimar and their staff to In Bali, they run a beach cleanup run a beach cleanup on International alongside the event, and in Costa Coastal Cleanup Day each Rica, the crew worked with a local September. school to plant trees that would help regenerate the foreshore. At home in Around 80 to 100 people give their Australia this year, instead of a prize time each year to the event, which is trophy, we donated $100 to Australian followed by snacks, drinks and free wildlife bushfire recovery in the name surf lessons. of each winner.

SUPPORTING GROMS ACROSS The GromSearch International final THE GLOBE champs bring the top surfers from every country together. Around the world, Rip Curl fills the development gap between junior “Right through the GromSearch series, talent and the professional surfing we always try to think carefully about tour with our GromSearch junior how to reduce packaging and waste, surfing events. This series runs in even with prizes. We might order more than 10 countries around boxes of towels with no individual the globe. packaging straight from the manufacturer so we don’t bring any Mark Flanagan, Rip Curl National plastic packaging to the event. Team, Event & Partnership Manager, This year, we awarded 124 Rip Curl says the event is designed to mix fun clocks with place ranking plaques and competition. instead of trophies, because they “For some kids, it’s really just about would be more likely to go on to have turning up and hanging with friends a useful life,” Mark says. at the beach, so a big focus is fun 122 OUR CREW 123

Rip Curl crew at Torquay, Australia Head Office. Our crew. 124 OUR CREW 125 Growing leaders.

A development questionnaire at the The search is beginning of the programme identifies not just about areas of opportunity. This was supported with online training waves. It’s materials and one-on-one coaching sessions. They worked at their own about searching pace through the course work and ourselves to be discussed learnings with their coach. the best we can. Internal training sessions were organised to provide the knowledge At Rip Curl, our and understanding of our global business they would need to progress learning and their careers at Rip Curl. During the development programme, participants spent time with sales, retail and distribution programmes are centre teams to learn about the customer experience of their designed to help products. Participants submitted our crew grow worksheets detailing their experience and learnings to their direct managers into new roles and and the GM Product. become better At the end of the programme, 360° feedback was collected and leaders. delivered along with a discussion about their future progression at Rip Curl. Feedback was also gathered from the participants to be used when creating future leadership programmes at Rip Curl.

This year, four Assistant Product Rip Curl Learning, Development and Managers joined a programme that Communications Specialist Lauren combined external leadership Biehl says, “In the modern workplace, coaching with internal development. leaders are more than people The programme was designed to managers. They need to create a provide skills and knowledge to move vision to inspire their teams and into their next roles within Rip Curl. provide support, communication and direction. During the last few months, At Rip Curl, the Product Manager role the global pandemic has shown how requires crew to have a large and crucial having good leaders is to a diverse skill set. They need to business.” understand all aspects of the Rip Curl business to build strong relationships “We developed this programme to with suppliers, wholesalers and other give Assistant Product Managers the contacts. The role requires team tools to reflect and learn to be better members to be agile and change leaders. By giving them the support ideas, orders or products at a now, they will be able to continue to Rip Curl International athletes mixing with crew at the Torquay moment’s notice. kick goals for Rip Curl.” Head Office rooftop. 126 OUR CREW 127

CREW PROFILE: HARRY - His monthly reports document what TRAINEE PROGRAMME he’s learned but also provide an opportunity to suggest improvements Rip Curl worker Claire Dupont on a Harry worked for Rip Curl in retail ‘Summits of My Heart’ charity climb. that he or other departments would before applying to the trainee like to see implemented. programme, where he is learning the ropes on his path to becoming Harry is hoping to secure a product a Product Manager. manager role when his traineeship is finished. He spent time in the warehouse, with the sourcing and development team, “I’ve always wanted to work in the surf with purchasing and planning and industry, and I’ve really connected then in sales before Covid-19 with the brand values at Rip Curl. interrupted the schedule. The product manager role is massive. You’re there from the start to finish, “It’s very hands on. You have to follow and you’re responsible for making sure crew around the office so it’s been a the product is up to Rip Curl bit hard lately,” Harry says. standards. Every day is different, and Harry says the programme has been you get to work with lots of different a huge benefit. “Being a product people – that’s what I love about it.” manager, you have to have good Harry says that being able to see his knowledge of the business as a whole. career path is important. It’s also helped me create relationships and friendships – “To be able to see where I am Harry Mann wearing the Rip Curl Traineeship programme knowing people and their roles has and where I could finish is huge. Fadeout Tee, enjoying a post surf coffee at Flume Beach. searches for tomorrow’s been a huge benefit.” It’s something to work towards.” product managers. COMMITTED CREW: EQUAL Ozmosis Leopold store took Danielle You can only experience it.” OPPORTUNITY WORKPLACE on. Her manager Kristie says, “We Programme directors say employment love having Danielle as part of our Last year, one of the stores in our helps kids like Danielle to grow and be team. We have seen her grow so subsidiary retailer Ozmosis more independent and happier. much in confidence.” Every 12–18 months, a junior Rip Curl in regularly to assess if any extra Claire launched the Summits of collaborated with Ticket to Work to Danielle is still employed at employee is selected to take part in a time with particular departments My Heart project to raise money for support vision-impaired secondary Danielle says, “I feel pretty proud of Ozmosis Leopold. 12-month traineeship programme in is needed. children with cardiac conditions. student Danielle with her first myself for getting a job, and I feel the product division. Trainees learn on Climbing 90 summits in the French employment opportunity. good going to work.” At the end of the programme, the the job from senior members of the Alps with fellow crew, well-known trainee’s performance is reviewed by Danielle joined the Ticket to Work Her teachers say her school work has team. They gain key skills in their athletes and sometimes even her their direct manager and the GM programme after being improved, and her grandmother says division but also spend time learning daughter, Claire raised 1 cent for each Product. If there is an assistant recommended by her learning mentor. she now has the confidence to do about all aspects of the business. heartbeat – more than €90,000 so far. product manager role available, The programme helps students work anything she wants. “Feeling like The programme’s goal is to give the This has paid for two children to have trainees who have exceeded up résumés, practise doing interviews you’re really worthwhile. You can’t trainee all the skills and knowledge heart surgery and has contributed to expectations are likely to be placed and tour different industries. teach that. You can’t buy that. they need to step into an assistant doctor training and supported 10 in this position. product manager role. surgical centres.

Trainees rotate into different SUPPORTING THE PASSIONS OF Rip Curl has contributed to Claire’s departments each month, where they OUR CREW mission financially, physically (with spend time with crew and managers. crew joining Claire on five summits) This gives them a well-rounded Claire Dupont works for Rip Curl and logistically with gear and by understanding of the Rip Curl France. She is the mother of promoting the project on social business and how each area interacts 10-year-old Camille, who was born media channels. with the product division. At the end with a triatrial heart condition and Claire says, “It’s not a race and I’m of each rotation, the trainee compiles had heart surgery as an infant. not a top athlete. I am an outdoor a report on their learnings, which is “She suffered post-operative lover with a strong heart, and this is a shared with their direct manager and conditions and had to have a partial human outdoor adventure in support the GM Product. transplant,” Claire says. “We won this of children with a cardiac condition.” Danielle joined the Ticket to Work war after a long fight. Today, I want programme collaboration with The Learning, Development and Ozmosis after being recommended Communications Specialist checks to share this victory with all the by her learning mentor. people who have supported me.” 128 APPENDICES 129

Sustainability Report 2020: Appendices 164 APPENDICES 165

TABLE 1: GRI GENERAL STANDARD DISCLOSURES

IND. DESCRIPTION REFERENCE PAGE # NOTES IND. DESCRIPTION REFERENCE PAGE # NOTES

ORGANISATIONAL PROFILE STAKEHOLDER ENGAGEMENT

102 - 1 Name of the organisation Cover page 1 Rip Curl Group Pty Ltd. For all Kathmandu 102 - 40 List of stakeholder groups Our journey, 96-101 — Holdings subsidiaries see page 63 of the 2020 Our stakeholders table Table 4 on Annual Report. pg 171

102 - 2 Activities, brands, products Introduction — Rip Curl is a surfwear brand. We sell our 102 - 41 Collective bargaining This appendix Table 9 on — and services branded gear through our online, retail and agreements pg 175 wholesale network globally. 102 - 42 Identifying and selecting Our journey, — — 102 - 3 Location of headquarters Our world 100-101 101 Surfcoast Highway, Torquay VIC 3228. stakeholders Our stakeholders table

102 - 4 Location of operations Our world 100-101 — 102 - 43 Approach to stakeholder Our journey, 96-101 — engagement Our stakeholders table Tables 4 & 102 - 5 Ownership and legal form This appendix This Rip Curl is a publicly listed company. For more 5 on pages appendix information see from page 78 in our Annual 171-172 Report 2020. 102 - 44 Key topics and concerns Our journey, 96-101 — 102 - 6 Markets served Our world, this appendix 100-101 Rip Curl sells product globally through online, raised Our stakeholders table Tables 4 & wholesale and our own retail store networks. 5 on pages 171-172 102 - 7 Scale of the organisation Our world, Our crew. 100-101 For full financial disclosures please see from Annual Report 2020 page 23 in our Annual Report 2020. REPORTING PRACTICE

102 - 8 Information on employees Our crew, This appendix 122-127 — 102 - 45 Entities included in the Annual Report 2020 — Rip Curl Group Pty Ltd. For all Kathmandu and other workers Table 7 on consolidated financial Holdings subsidiaries see page 63 of the 2020 pg 174 statements Annual Report.

102 - 9 Supply chain Our world, Our suppliers, 96-101 — 102 - 46 Defining content and topic Our journey, 96-101 — Our products 102-105 boundaries Our stakeholders table, Tables 4 & 106-109 Our impacts 5 on pages 171-172 102 - 10 Significant changes to the Our world, Our suppliers, 96-101 — organisation and its supply Our products 102-105 102 - 47 List of material topics Our journey, 96-101 — chain 106-109 Our stakeholders table, Tables 4 & Our Impacts 5 on pages 102 - 11 Precautionary principle Our suppliers, Customer 102-105 We use a precautionary approach across each 171-172 approach health and safety, 106-109 department of the business to ensure we do not Our footprint harm the environment or people. 102 - 48 Restatements of information This appendix — No restatement this year.

102 - 12 External initiatives Our journey 105 We are reaching out to organisations that can 102 - 49 Changes in reporting This appendix — This is our first year using the GRI standards support us on our sustainability journey. reporting framework.

102 - 13 Membership of associations Our journey, 105 We are looking into organisations to collaborate 102 - 50 Reporting period This appendix — 1 August 2019 to 31 July 2020. Our suppliers, with on our sustainability journey. Our products, 102 - 51 Date of most recent report This appendix — Kathmandu Holdings Sustainability Report 2020 Our footprint, (01/08/2019 — 31/07/2020). Our community, Our crew 102 - 52 Reporting cycle This appendix — Annual (01/08/2019 — 31/07/2020).

STRATEGY 102 - 53 Contact point for questions This appendix — Lucy Nakaroti: [email protected] regarding the report 102 - 14 Statements from senior Chairman and CEO 98 — decision-maker report 102 - 54 Claims of reporting in Back cover — This report has been prepared in accordance accordance with the GRI with the GRI Standards Core option. ETHICS AND INTEGRITY standards

102 - 16 Values, principles, standards, Our crew 99 See our Code of Conduct. 102 - 55 GRI content index This appendix — — and norms of behaviour 102 - 56 External assurance This appendix — Rip Curl is in the process of adopting GOVERNANCE certifications, partnerships and programmes that verify our various sustainability initiatives. 102 - 18 Governance and structure Annual Report 2020 Annual The Board guides the overall governance of our Report organisation. Please see from page 78 of our 2020 Annual Report 2020 for more information on our governance structure. 166 APPENDICES 167

TABLE 2: GRI TOPICS

TOPIC REFERENCE PAGE # NOTES TOPIC REFERENCE PAGE # NOTES

GRI 407: FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING 412 - 2: Employee training on human rights Our suppliers 102-105 policies or procedures GRI 103: 103 - 1: Explanation of the Our journey, 100-101 Management material topic and its boundary Our suppliers 102-105 412 - 3: Significant investment agreements and Our suppliers 102-105 approach Table 4 on contracts that include human rights pg 171 clauses or that underwent human rights screening 103 - 2: The management Management Table 5 on approach and its components approach table pg 172 GRI 412: SUPPLIER SOCIAL ASSESSMENT

407 - 1: Operations and suppliers in which Our suppliers 102-105 Workers' rights to freedom of association and GRI 103: 103 - 1: Explanation of the Our journey, 100-101 workers' rights to exercise freedom of collective bargaining are at significant risk, with Management material topic and its boundary Our suppliers 102-105 association or collective bargaining may 72% of our suppliers based in China. Through approach Table 4 on be violated or at significant risk government restrictions, independent unions pg 171 have no real power to help the workers to improve their wages or working conditions and collective 103 - 2: The management Management Table 5 on bargaining is limited. approach and its components approach table pg 172 We are investing in a new CSR programme to help us to evaluate and analyse the risks within 414 - 1: New suppliers that were screened using Our suppliers 96-101 100% our supply chain provides supplier training and social criteria 102-105 education, introducing a grievance mechanism for workers updating our code of conduct and creating 414 - 2: Negative social impacts in the supply Our suppliers 102-105 13 audits were conducted last year. 10% of our a terms of trade document. chain and actions taken suppliers were identified as having significant actual and potential negative social impacts. Of GRI 408: CHILD LABOUR this, 8% had improvements agreed upon as a result of assessment. In the supply chain, 5% had GRI 103: 103 - 1: Explanation of the Our journey, 100-101 significant actual and potential negative impacts Management material topic and its boundary Our suppliers 102-105 identified. Five suppliers were exited as a result approach Table 4 on of assessment as part of a company strategy of pg 171 moving to a consolidated supplier base for all of our regions. 103 - 2: The management Management Table 5 on approach and its components approach table pg 172 GRI 301: MATERIALS

408 - 1: Operations and suppliers at significant Our suppliers 102-105 Unfortunately, in the apparel industry, child GRI 103: 103 - 1: Explanation of the Our journey, 100-101 risk for incidents of child labour. labour can be located in all tiers, more so in Tier 2 Management material topic and its boundary Our suppliers 102-105 and Tier 3. We have created a child labour policy approach Table 4 on and updated our code of conduct. pg 171

GRI 409: FORCED OR COMPULSORY LABOUR 103 - 2: The management Management 100-101 approach and its components approach table 102-105 GRI 103: 103 - 1: Explanation of the Our journey, 100-101 Table 5 on Management material topic and its boundary Our suppliers 102-105 pg 172 approach Table 4 on pg 171 GRI 303: WATER

103 - 2: The management Management Table 5 on GRI 103: 103 - 1: Explanation of the Our journey, 100-101 approach and its components approach table pg 172 Management material topic and its boundary Our suppliers 106-109 approach Table 4 on 409 - 1: Operations and suppliers considered Our suppliers 102-105 Forced labour is commonplace throughout the pg 171 to have significant risk for incidents of apparel industry, with migrant workers being at forced or compulsory labour. particular risk. By updating our code of conduct 103 - 2: The management Management Table 5 on and through our new CSR partnership, we are approach and its components approach table pg 172 looking at creating a programme to evaluate the risks within our supply chain to be able to GRI 416: CUSTOMER HEALTH AND SAFETY provide supplier training and education as well as introducing a grievance mechanism for workers. GRI 103: 103 - 1: Explanation of the Our journey, 101-101 Management material topic and its boundary Our suppliers 106-109 GRI 412: HUMAN RIGHTS ASSESSMENT approach Table 5 on pg 172 GRI 103: 103 - 1: Explanation of the Our journey, 100-101 Management material topic and its boundary Our suppliers 102-105 103 - 2: The management Management Table 5 on Approach Table 4 on approach and its components approach table pg 172 pg 171 GRI 416 - 2: Incidents of non-compliance — We have not identified any non-compliance with 103 - 2: The management Management Table 5 on concerning the health and safety regulations and/or voluntary codes. approach and its components approach table pg 172 impacts of products and services

412 - 1: Operations that have been subject Our suppliers 102-105 to human rights reviews or impact assessments 168 APPENDICES 169

TABLE 2: GRI TOPICS (CONTINUED):

TOPIC REFERENCE PAGE # NOTES TOPIC REFERENCE PAGE # NOTES

GRI 418: CUSTOMER PRIVACY GRI 403: OCCUPATIONAL HEALTH AND SAFETY

GRI 103: 103 - 1: Explanation of the Our journey, 100-101 GRI 103: 103 - 1: Explanation of the Our journey, Table 10 Management material topic and its boundary Our products 106-109 Management material topic and its boundary Our crew on pg 175 approach Table 4 on approach pg 171 103 - 2: The management Management Table 5 on approach and its components approach table pg 172 103 - 2: The management Management Table 5 on approach and its components approach table pg 172 GRI 403 - 1: Occupational health and safety Table 11 on management system pg 176 GRI 418 - 1: Substantiated complaints concerning — We have not identified any substantiated breaches of customer privacy and complaints concerning breaches of customer GRI 403 - 4: Workers representation in formal Table 5 on Safety and worker health is of great importance losses of customer data privacy and losses of customer data. joint management-worker health pg 172 and training/information is provided through and safety committees email, documents in-store and on the Myagi GRI 305: EMISSIONS learning platform. Incidents and risks are managed through the GRI 103: 103 - 1: Explanation of the Our journey, 100-101 Operations & HR Teams and are monitored Management material topic and its boundary Our footprint 110-115 through excel/word documents and other approach Table 4 on documents. These are stored in a secure location pg 171 for reference.

103 - 2: The management Management Table 5 on GRI 403 - 9: Work-related injuries 122-127 approach and its components approach table pg 172 Table 12 on pg 177 GRI 305 - 2: Energy indirect (Scope 2) GHG — We do not currently measure or record emissions. emissions GRI 403 - 10: Work-related ill health 122-127 Table 11 on GRI 305 - 3: Other indirect (Scope 3) GHG — We do not currently measure or record emissions. pg 176 emissions GRI 404: TRAINING AND EDUCATION GRI 305 - 4: GHG emissions intensity — We do not currently measure or record emissions. GRI 103: 103 - 1: Explanation of the Our journey, 100-101 GRI 306: WASTE Management material topic and its boundary Our crew 122-127 approach Table 4 on GRI 103: 103 - 1: Explanation of the Our journey, 100-101 pg 171 Management material topic and its boundary Our footprint 110-115 approach Table 4 on 103 - 2: The management Management Table 5 on pg 171 approach and its components approach table pg 172

103 - 2: The management Management Table 5 on GRI 404 - 2: Programmes for upgrading employee 122-127 approach and its components approach table pg 172 skills and transition assistance Table 5 on programmes pg 172 GRI 306 - 2: Waste by type and disposal method — We do not currently measure or record waste. GRI 404 - 3: Percentage of employees receiving 122-127 GRI 401: EMPLOYMENT regular performance and career Table 5 on development reviews pg 172 GRI 103: 103 - 1: Explanation of the Our journey, 100-101 Management material topic and its boundary Our crews 122-127 GRI 405: DIVERSITY AND EQUAL OPPORTUNITY approach Table 4 on pg 171 GRI 103: 103 - 1: Explanation of the Our journey, 100-101 Management material topic and its boundary Our crew 122-127 103 - 2: The management Management Table 5 on approach Table 4 on approach and its components approach table pg 172 pg 171

GRI 401 - 1: New employee hires and employee 122-127 103 - 2: The management Management Table 5 on turnover Table 7 on approach and its components approach table pg 172 pg 174 GRI 405 - 1: Diversity of governance bodies and 122-127 GRI 401 - 2: Benefits provided to full-time — employees Tables 15 employees that are not provided to on pg 178 temporary or part-time employees. and Table 16 on pg GRI 401 - 3: Parental leave 122-127 145 Table 8 on pg 175 170 APPENDICES 171

TABLE 3: OUR STAKEHOLDERS TABLE 4: OUR IMPACTS: WHERE DO THEY OCCUR?

STAKEHOLDER GROUP ENGAGEMENT MECHANISM FREQUENCY OF KEY ISSUES RAISED MATERIAL TOPIC WHO IT APPLIES TO WHERE IT APPLIES LIMITATIONS ENGAGEMENT IN ORDER OF PRIORITY AND BOUNDARIES

Customers — Social media Ongoing — Waste management and OUR SUPPLIERS — In our stores environment maintenance Freedom of association and Rip Curl factories and suppliers Our supply chain — — Our website — Product warranty collective bargaining — Events — Plastic packaging — Wetsuit programme, battery — Customer services Child labour Rip Curl factories and suppliers Our supply chain — recycling — Service centre Forced or compulsory labour Rip Curl factories and suppliers Our supply chain — Staff — Team Myagi software Ongoing — Health and safety, waste — Sustainability Working Group management, supply chain, Supplier social assessments Rip Curl factories and suppliers Our supply chain — emissions management, training — Company updates and sustainability projects OUR PRODUCTS

Suppliers — Meetings Ongoing — Product quality and safety Materials Rip Curl factories and suppliers Our operations Our overall sustainable — Site visits — Fair working conditions materials percentage use — Fair and open procurement against conventional materials practices is too complex to calculate to meet topic requirements. — Environmental impacts Products and services Rip Curl, consumers Our operations — Factories — Meetings Ongoing — Fair working conditions — Site visits Customer health and safety Rip Curl, consumers Our operations — — Audits Product labelling Rip Curl, consumers Our operations — Local communities — Planet Day Ongoing — Ensuring long-term survival of — Grom Search events plant species indigenous to the Water Rip Curl factories and suppliers Our operations — region — Social media — Beach cleanliness, waste Marketing Rip Curl, consumers Our operations — — Website reduction Environment Rip Curl staff, consumers Our operations Government — Meetings Quarterly and as required — Economic performance and regulators — Reports — Environmental impacts Customer privacy Rip Curl, consumers Our operations — — Site visits — Community impacts OUR FOOTPRINT Shareholders — Our annual reports Quarterly and as required — Economic performance Economic performance Rip Curl key stakeholders Our operations — — Annual general meeting — All sustainability material issues

— ASX and NZX announcements Energy Rip Curl factories, suppliers, Our operations and stores We don’t currently report on — Website office, warehouse and stores energy use. — Investor roadshows, briefing forums Emissions Rip Curl factories, suppliers, Our operations and stores We don’t currently report on office, warehouse and stores emissions. Industry associations — Meetings (quarterly) Annually — Environmental impacts, supply — Reports chain, human rights, waste, Waste Rip Curl factories, suppliers, Our operations and stores We don’t currently report on audits office, warehouse and stores waste . — Workshops — Community impacts Transport Rip Curl supply chain, Our operations We don’t currently report on Investment community — ASX announcements Quarterly and as required — ESG performance warehouses, stores emissions through transport. — Website OUR TEAM — Investor briefings and forums Employment Rip Curl Our operations —­ Civil society — Social media Ongoing — Human rights in our supply chain and community — Requests for information — Environmental impacts Occupational health and safety Rip Curl Our operations —­ organisations — Fair working conditions — Product materials stewardship Training Rip Curl Our operations —­ — Supplier management Diversity and equal opportunity Rip Curl Our operations —­

Compliance Rip Curl Our operations —­ 172 APPENDICES 173

TABLE 5: MANAGEMENT APPROACH TABLE 6: INFORMATION ON EMPLOYEES AND OTHER WORKERS

TOPIC POLICIES AND ACTIVITIES EVALUATION ACCOUNTABLE AUS NZ EUROPE BRAZIL JAPAN INDONESIA THAILAND CANADA USA TOTAL MANAGEMENT DEPARTMENT BY EMPLOYMENT TYPE Workers' rights: https://www.ripcurl. Through our code of conduct We have merged our CSR freedom of association com.au/company/social- and auditing. supply chain management Full-time 371 6 169 73 17 80 500 4 135 1,355 and collective compliance.html programme with our employees bargaining, child parent company under the labour, forced or service provider ELEVATE Part-time 59 10 25 0 0 17 0 6 177 294 compulsory labour, - following the same CSR employees human rights approach. assessment, supplier social assessment Casual 1,066 0 82 25 3 0 0 0 17 1,193

Materials, water Point fabric inspections, Our policies and Through reporting and Product performance standards, management help guide assessment. Total employees 1,496 16 276 98 20 97 500 10 329 2,842 quality inspections, apparel and ensure our sustainability safety, supplier garment strategy. wash test procedure. BY CONTRACT TYPE

Customer health We research and complete Our quality department We review our research Sourcing/ Permanent 426 16 194 73 17 80 500 10 312 1,628 and safety all compliance requirements reviews products before and completion processes Development before entering new entering the market. Market to achieve continuous Team, Fixed-term products into the market compliance research. improvement. Compliance 2 0 0 0 0 17 0 0 0 19 Team full-time

Fixed-term Customer privacy We have a stringent policy Our relevant customer Reviews are completed on Customer 2 0 0 0 0 0 0 0 0 2 and process to protect the services team are briefed any incidents to achieve Services part-time privacy of our customers. on the details of the policy continuous improvement. to ensure no breaches are Casual 1,066 0 82 25 3 0 0 0 17 1,193 made. Communication is highly prioritised with the customer following any incidents. Total workforce 1,496 16 276 98 20 97 500 10 329 2,842

Waste We have begun the journey We will engage with all key We are yet to audit our Finance, Retail BY GENDER to track our waste. stakeholders to come up waste streams. Operations with a solution to manage and track our waste. Male 517 6 130 53 12 51 87 5 162 1,023

Carbon emissions We have begun the journey Engaging to measure Scope We currently do not report Finance, Retail to track our emissions. 1 and Scope 2. on our carbon emissions. Operations Female 979 10 146 45 8 46 413 5 167 1,819

Team development: Rip Curl has global and The global HR team We collaborate and gather Human BY AGE GROUP new employee local people strategies that works closely with feedback whilst developing Resources hires and turnover, are focused on enhancing internal stakeholders and and implementing benefits for full-time the support we provide to management in order to strategies from all relevant <30 1,119 12 96 42 3 29 128 7 243 1,679 employees, parental our crew. Our People Plan execute strategy in a way stakeholders. leave, occupational encompasses ongoing that compliments other health and safety, reviews of these functional strategies and activities 30–50 321 4 137 54 15 64 335 3 69 1,002 training and areas so that our crew are occurring in the business, education, diversity, best placed to deliver on Collaboration is the key equal opportunity organisational and individual to ensuring our People 50+ 56 0 43 2 2 4 37 0 17 161 goals. Plan aligns to the overall organisational strategy. BY CATEGORY

Executive 8 0 1 0 0 0 0 0 1 10

Senior 10 0 14 5 0 5 5 3 9 51 management

Management 10 0 11 3 3 14 10 0 7 58

Non 1,468 16 250 90 17 78 485 7 312 2,723 management 174 APPENDICES 175

TABLE 7: HIRING AND TURNOVER TABLE 8: PARENTAL LEAVE

AUS NZ EUROPE BRAZIL JAPAN INDONESIA THAILAND CANADA USA TOTAL MALE FEMALE

NEW HIRES 1 Report the number of employees by gender who were entitled to parental leave. 734 1,454

Permanent Total 78 3 9 23 2 13 184 9 251 572 2 Report the number of employees by gender who took parental leave. 6 38

Indefinite Total 851 0 75 0 1 0 0 4 22 954 3 Report the number of employees who returned to work after parental leave 6 24 ended, by gender. BY GENDER 4 Report the number of employees who returned to work after parental leave 6 11 Permanent Male 26 1 3 10 2 5 25 3 128 203 ended who were still employed 12 months after their return to work, by gender.

Permanent Female 52 2 6 13 0 8 159 6 123 369 5 Report the return to work rate of employees who returned to work after leave 100% 63% ended, by gender. Indefinite Male 301 0 24 0 0 0 0 3 12 340 6 Report the retention rate of employees who returned to work after leave ended, 100% 98% Indefinite Female 550 0 51 0 1 0 0 1 10 614 by gender. BY AGE GROUP

Permanent <30 50 3 5 11 0 10 102 12 257 450

Permanent 30–50 23 0 4 12 1 3 82 0 9 135

Permanent 50+ 5 0 0 0 1 0 0 0 4 10 TABLE 9: COLLECTIVE BARGAINING AGREEMENTS Indefinite <30 780 0 54 0 0 0 0 1 0 835 COLLECTIVE BARGAINING AGREEMENTS Indefinite 30–50 58 0 17 0 1 0 0 0 0 76 Percentage of total employees covered by collective bargaining agreements 0 Indefinite 50+ 13 0 4 0 0 0 0 0 3 20

AUS NZ EUROPE BRAZIL JAPAN INDONESIA THAILAND CANADA USA TOTAL TABLE 10: OCCUPATIONAL HEALTH AND SAFETY TURNOVER OCCUPATIONAL HEALTH AND SAFETY MANAGEMENT SYSTEM Permanent Total 151 6 8 22 4 14 201 9 295 710 A statement of whether an occupational health and safety The company operates in a number of different countries Indefinite Total 714 0 65 0 5 0 0 1 29 814 management system has been implemented, including around the world, and has yet to implement a consistent whether: Occupational Health & Safety Management System across all BY GENDER of its regions. Management systems are however in place to i. the system has been implemented because of legal meet the expected minimum legal standard of each country Permanent Male 59 2 4 13 4 5 26 3 141 257 requirements and, if so, a list of the requirements that we operate within. This includes all of our support offices, warehouses and retail stores. Permanent Female 92 4 4 9 0 9 175 7 154 454 ii. the system has been implemented based on recognised risk management and/or management system standards/ Indefinite Male 273 0 30 0 0 0 0 0 15 318 guidelines and, if so, a list of the standards/guidelines

Indefinite Female 441 0 35 0 5 0 0 0 14 495 A description of the scope of workers, activities and workplaces — BY AGE GROUP covered by the occupational health and safety management system and an explanation of whether and, if so, why any Permanent <30 86 5 1 2 1 10 127 9 263 504 workers, activities or workplaces are not covered

Permanent 30–50 46 1 5 18 1 3 66 0 26 166

Permanent 50+ 19 0 2 2 2 1 8 0 6 40

Indefinite <30 671 0 46 0 2 0 0 1 29 749

Indefinite 30–50 39 0 15 0 3 0 0 0 0 57

Indefinite 50+ 4 0 4 0 0 0 0 0 0 8 176 APPENDICES 177

TABLE 11: WORK-RELATED ILL HEALTH TABLE 12: WORK-RELATED INJURIES

ALL EMPLOYEES ALL EMPLOYEES

Number of fatalities as a result of work-related ill health 0 Number of fatalities as a result of work-related injury 0

Number of high consequence work related injuries (excluding fatalities) 0 Number of cases of recordable work-related injury (excluding 0 fatalities) Main types of work-related ill health — Physical — Ergonomic Number and rate of recordable work-related injuries 4.3 — Psychosocial — Biological Main types of work-related injury — Ergonomic — Physical ALL WORKERS WHO ARE NOT EMPLOYEES BUT WHOSE WORK AND/OR — Biological WORKPLACE IS CONTROLLED BY THE ORGANISATION — Machine

Number of fatalities as a result of work-related ill health 0 ALL WORKERS WHO ARE NOT EMPLOYEES BUT WHOSE WORK AND/OR WORKPLACE IS CONTROLLED BY THE ORGANISATION

Number of cases of recordable work-related ill health 0 Number and rate of fatalities as a result of work-related injury 0

Main types of work-related ill health — Number and rate of high-consequence work-related injuries 0 (excluding fatalities) WORK-RELATED HAZARDS THAT POSE A RISK OF ILL HEALTH Number and rate of recordable work-related injuries 0 How these hazards have been determined — Incident/hazard reports — Workspace inspection checklists Main types of work-related injury - — Employee awareness — OH&S representatives Number of hours worked Unable to calculate hours for contractors — Occupational therapist reports — Safety committee WORK-RELATED HAZARDS THAT POSE A RISK OF HIGH-CONSEQUENCE INJURY

Which of these hazards have caused or contributed to cases of ill health — Manual handling How these hazards have been determined — Incident/hazard reports during the reporting period — Stock level/location — Employee awareness — OH&S representatives and checklist Actions taken or under way to eliminate these hazards and minimise risks Multiple — Occupational therapist visits using the hierarchy of controls — Auditing — Safety committee

Which of these hazards have caused or contributed to cases of 0 injury during the reporting period

Actions taken or underway to eliminate these hazards and — minimize risks using the hierarchy of controls.

ACTIONS TAKEN OR UNDERWAY TO ELIMINATE THESE HAZARDS AND MINIMIZE RISKS USING THE HIERARCHY OF CONTROLS.

Whether the rates have been calculated based on 200,000 or 200,000 1,000,000 hours worked

Whether and, if so, why any workers have been excluded from — this disclosure, including the types of worker excluded.

Any contextual information necessary to understand — how the data have been compiled, such as any standards, methodologies, and assumptions used.

TABLE 13: PERCENTAGE OF TOTAL EMPLOYEES BY EMPLOYEE CATEGORY WHO RECEIVED A REGULAR PERFORMANCE REVIEWS/APPRAISALS

The company policy is that all full time employees have a mid year and full year performance review and we have put in place mechanisms to track the number of reviews formally completed and documented prospectively, and will report on that in future reports. 178 APPENDICES 179

TABLE 14: DIVERSITY

GENDER DIVERSITY

AUS & NZ EUROPE BRAZIL JAPAN INDONESIA THAILAND CANADA USA TOTAL

EXECUTIVE

Male 5 1 0 0 0 0 0 1 7

Female 3 0 0 0 0 0 0 0 3

SENIOR MANAGEMENT

Male 7 11 4 0 1 2 3 7 35

Female 3 3 1 0 4 3 0 2 16

MANAGEMENT

Male 6 10 2 3 8 4 0 4 37

Female 4 1 1 0 6 6 0 3 21

NON-MANAGEMENT

Male 512 108 43 8 40 81 2 150 944

Female 972 142 47 9 38 404 5 162 1,779

AGE DIVERSITY

AUS & NZ EUROPE BRAZIL JAPAN INDONESIA THAILAND CANADA USA TOTAL

EXECUTIVE

<30 0 0 0 0 0 0 0 0 0

30–50 4 1 0 0 0 0 0 1 6

50+ 4 0 0 0 0 0 0 0 4

SENIOR MANAGEMENT

<30 0 0 0 0 0 0 1 0 1

30–50 8 11 5 0 5 5 2 7 43

50+ 2 3 0 0 0 0 0 2 7

MANAGEMENT

<30 0 0 1 0 0 0 0 0 1

30–50 9 8 2 2 13 9 0 5 48

50+ 1 3 0 1 1 1 0 2 9

NON-MANAGEMENT

<30 1,131 96 41 3 29 128 6 243 1,677

30–50 304 117 47 13 46 321 1 56 905

50+ 49 37 2 1 3 36 0 13 141