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CPA : CPA Sustainability Report 2009
CPA Australia Sustainability Report 2009 | 15 Unlocking the potential in our people At CPA Australia we constantly strive to develop our people and their capabilities. Our focus is on greater engagement, career development, and identifying and nurturing talent. Our global reach and vision, the breadth of our membership and our commitment to the highest levels of quality and service, both for our members and by our members, provide our staff with a wide range of challenging work and opportunities. Our organisational capability starts with our people, and a key deliverable of our 2009 performance contract with the Board was to deliver a People Strategy to give our staff every opportunity to realise their individual potential and achieve our business goals. We expect adherence to our core organisational REACH values (respect,empowerment, accountability, cooperation and honesty) encourage a constructive culture based on these values and provide ongoing training opportunities to foster a strong team environment. Employment and Diversity LA1 Total workforce by employment type, employment contract and region We encourage a diverse workforce. The average number of full time equivalent employees during the year was 464. The majority of staff work full time, with 8 percent of staff working part time. Our largest international presence is in Greater China with 6 percent of our workforce being employed there. In Australia, our largest area of operation is in Melbourne with 76 percent of our Australian workforce being employed there. We have a variety of age groups making up our workforce, with the majority of our employees in the 30-39 age bracket. Females represent 67 percent of our non-executive workforce and 21 percent of our executive group, which comprises our two highest levels of employment. We recognise that we have a continuing gender imbalance at the executive level. Although this is the case, we have an Affirmative Action Policy in place, which ensures we practice non-discrimination and employ the most suitable candidate for the role. There were two new appointments made in our Executive Management Group in 2009, being our Chief Executive Officer and Executive General Manager of Brand and Communications. LA13 Composition of governance bodies and breakdown on employees per category according to gender, age group, minority group membership and other indications of diversity Board directors are selected on the basis of their skills, experience and other relevant capabilities with due regard to the mix of skill recommended by the Board and to proper succession planning. Directors' skills, expertise and their terms of office, are set out in our annual report. The Board recommends that, where possible, a minimum of 25% of Directors on the Board should be female, which is reflected in the current composition. The Board is currently reviewing gender representation on CPA Australia's committees and divisional councils to see what steps may be taken to ensure improved gender representation. Australia 86% China 6% Malaysia 4% Singapore 2% Other 2% CPA Australia by region ACT 2% NSW 10% VIC 76% WA 3% SA 3% QLD 5% NT 0% TAS 1% CPA Australia workforce by state Casual 6% Full time 85% Part time 8% Maternity leave 1% CPA Australia workforce by employment type (global) Sub 95% Con 5% Workforce on secondment Below 20 1% 20-29 31% 30-39 37% 40-49 18% 50-59 10% 60+ 3% CPA Australia staff by age Female 67% Male 33% Workforce by gender Female 21% Male 79% Gender at executive level Casual 6% Fixed term 7% Permanent 87% Employment by contract