Scentre : 2022-2023 Submission to the Workplace Gender Equality Agency

Date Created: 26-06-2023

Date Created: 26-06-2023

2022 - 23 Gender Equality Reporting

Submitted By:

Scentre Group Limited 66001671496

Scentre Limited 95000317279

Scentre Design And Construction Pty Limited 53000267265

Scentre Shopping Centre Management (Wa) Pty Ltd 69060037621

Date Created: 26-06-2023

#Workplace Overview

Policies and Strategies

1. Do you have a formal policy and/or formal strategy in place that specifically supports gender equality in the following areas?

Recruitment: Yes Policy; Strategy Retention: Yes

Policy;Strategy

Performance management processes: Yes

Policy; Strategy

Promotions: Yes.

Policy; Strategy

Talent identification/identification of high potentials: YesPolicy; Strategy

Succession planning: Yes Policy; Strategy

Training and development: Yes

Policy; Strategy

Key performance indicators for managers relating to gender equality: YesPolicy; Strategy

2. Do you have a formal policy and/or formal strategy in place that supports gender equality overall?

YesPolicy; Strategy

4. If your organisation would like to provide additional information relating to your gender equality policies and strategies, please do so below.

Our people are key drivers of our Diversity, Equity and Inclusion progress. We have a dedicated Diversity, Equity and Inclusion Council, sponsored by a member of our executive leadership team. We have eight employee-led working groups that continue to challenge and improve our policies and practices. Our Diversity, Equity and Inclusion approach is a key factor in our people retention.

The Group is committed to increasing female representation at all levels of management and across all functions of our business. We take a multi-disciplined approach to addressing gender equity including pay equity, recruitment practices and culture, which aims to drive strong employee engagement and retention, and our Gender Equity Working Group continues to promote gender equity as a core component of Our People Vision. We have set a goal to achieve gender equity across our business and to meet 40% female, 40% male and 20% either gender (40:40:20)

Date Created: 26-06-2023

at all workplace levels by 2025.

Our Gender Equity highlights include:

• We achieved 35% female representation in senior executive positions.
• 54% of new hires were female.
• 60% of promotions during the year were female, representing 190 moves by our female talent. This will support gender representation balance across our business over time.
• We were included in the 2023 Bloomberg Gender-Equality Index for the fourth consecutive year, one of nine organisations in Australia and 485 globally to be included.
• Pay parity continued to be embedded in our business processes to ensure that there were no pay equity gaps for like roles by gender.
• For the second year, we held an emerging female leaders program, which develops our female talent to have the skills and confidence to be ready now for broader roles across our business. The six-month program includes group workshops and individual executive coaching sessions before participants complete an assignment to demonstrate value creation and business acumen. Of the 2021 cohort, 11 out of 16 participants have either received a promotion, a transfer into a different role/team, or both. Of the 2022 cohort, five out of the 21 women have already received promotions, transferred into a new team, or have broader responsibilities.
• We partnered with the Property Council of Australia to deliver the Girls in Property program in June. The program raises awareness amongst high school students about the diverse career paths the property industry offers, encouraging greater female participation and helping to create a sustainable pipeline of talent.
• We identified "tough spots" where female representation continued to be challenging and commenced work on developing and executing action plans.
• Our CEO, Elliott Rusanow, is a member of the Property Council's Champions of Change Coalition (PCCC), a group established to step up and take action on gender equality.

Underpinning these achievements and supporting our goal of 40:40:20 by 2025 is our gender equity strategy which features six focus areas:

1. Recruitment: Seek, attract and recruit (externally and internally) high-performing talent to address gender imbalance in teams and for senior roles.
2. Development: Develop our female talent to have the skills and confidence to be ready now for more senior roles.
3. Reward: Ensure pay parity between genders for same/similar roles and recognition strategies to support female development and achievement.
4. Engagement: Engage our leaders to remove barriers that impact talent development and succession.
5. Education: Raise awareness of gender equity so that we increase comprehension and competence in how leaders address gender imbalance.
6. Role model gender equity: Engage with our communities and stakeholders to promote our culture and female talent.

Date Created: 26-06-2023

Accelerating Gender Equity in the Property Industry: We partnered with the Property Council of Australia to deliver the Girls in Property program in June. The program raises awareness amongst high school students about the diverse career paths the property industry offers, encouraging greater female participation and helping to create a sustainable pipeline of talent. The first event since 2019 due to COVID, saw 50 excited and engaged students from Moorefield Girls High School and Strathfield Girls High School spend the day at Westfield Sydney and hear from some of our inspirational female leaders from across our business.

Governing Bodies

Organisation: Scentre Group Limited

1.Name of the governing body: Board of Directors

2.Type of the governing body: Board of Directors

3.Specified governing body type:

Number of governing body chair and member by gender:

4.Formal section policy and/or strategy: Yes

Selected value: Policy; Strategy

6. Target set to increase the representation of women: No

1. Percentage (%) of target:
2. Year of target to be reached:

Selected value: Governing body has gender balance (i.e. 40% women / 40%men / 20% any gender)

Details:

7. Do you have a formal policy and/or formal strategy in place to support gender equality in the composition of this organisation's governing body?