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Notable shifts from 2013 include:
• an increase in the percentage of
women in Asia from 16 per cent in
2013 to 28 per cent in 2014. This is
mainly attributable to a change in
the mix of permanent and temporary
jobs which saw women who were
previously in temporary work moving
into the permanent workforce; and
• part-time positions have increased
in North America (two per cent),
which in turn provides greater
flexibility for our employees.
Women work in every area of our
business. The highest percentage is
in administrative roles. Women make
up 24 per cent of professional roles
including scientific, sales, engineering,
marketing, finance, human resources
and information technology. Ten per
cent of manufacturing roles are held
by women working in our plants and
mainly on day shift. Sixteen per cent
of management and executive roles
are held by women. One member of
the board is female.
The percentages for professional,
administrative and manufacturing
are in line with the 2013 statistics.
There has been a very pleasing shift
of four per cent of our women moving
into people management roles. A drop
of two per cent in executive and senior
management is due to restructuring
and turnover. For these purposes,
‘executive/senior management’ is
defined as key management personnel
and their direct reports and, regional
general managers and their direct
One aspect of retaining women in
Nufarm is the ability to encourage
them back into the workforce after
maternity leave. In the last year
81 per cent of maternity leavers
returned to work – 77 per cent full-time
and 23 per cent in a part-time capacity.
This high percentage is encouraged
through ‘keep in touch’ conversations
during the period of leave and
flexibility in working arrangements
on their return.
Employee opinion survey
Nufarm conducts the EOS every two
years and uses the feedback from that
survey to assist in refining our practices
for both retaining and attracting
talented people to the business.
This survey will run again in September
2014. The EOS provides valuable
feedback which allows us to track if
there are differences in the working
experience between men and women.
Diversity and inclusion 2015
In the 2015 year, Nufarm will ensure
that various policies, processes and
education seminars are in place to
actively encourage women into the
organisation and into management.
To this end, Nufarm has set the
following three key measurable
gender diversity objectives for
the upcoming reporting period:
1. Nufarm aims to make one of the
next two board appointments
a suitably qualified woman;
2. Nufarm will actively seek to have
at least two appropriately qualified
female candidates for all board,
executive, management and key
professional roles; and
3. Nufarm aims to annually improve the
percentage of female representation
in management roles.
These objectives are in addition
to the policies and practices which
ensure we encourage diversity and
inclusion across the business.
Evaluating board and board
The board is committed to reviewing
its performance and ensuring the board
has the skills and knowledge to provide
appropriate leadership and governance
for the company.
For some years the board undertook
an annual internal survey of its
performance, the results of which
were used to monitor and improve
performance and identify ongoing
development opportunities to ensure
directors have a suitable knowledge
of the business.
In the current period, an independent
consultant completed a formal review
of the performance of the board and
board committees and a report outlining
the findings and recommendations of
the review, was presented to the board.
Evaluating the performance
of senior executives
As part of Nufarm’s annual remuneration
review, the performance of the senior
executive team is reviewed first by the
managing director, then the human
resources committee and then by the
board. In the case of the managing
director, the human resources committee
and the board conduct his review.
A performance evaluation of senior
executives was undertaken in accordance
with this process in the reporting period.
The executive compensation principles
and remuneration mix are set out in
detail in the remuneration report on
pages 36 to 48 of this report.
of employees by role
People manager/team leaders
NUFARM LIMITED ANNUAL REPORT 2014 | 25
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