Lendlease Annual Report 2024

Managing and measuring value 33 senior leaders to mitigate obstacles that impede the progress of under- represented talent, have been launched globally, with a total of 374 participants since their inception in March and August 2022 respectively. These programs are aligned with regional initiatives to enhance representation and foster inclusion throughout our organisation. Careers: Talent for today and tomorrow Retention of key talent remains challenging in the current operating environment for various reasons. Recent business performance and cost optimisation creates a challenge for retaining top talent, resulting in flat career structures and limited career opportunities. This has meant a need to focus on horizontal development to retain the talent necessary for key development and construction projects. While we achieved a retention rate of 85 per cent, this was below our target of 90 per cent. Our talent pipeline in Australia greatly depends on the acquisition of early career talent. We have hired more than 158 graduates in Australia for the graduate programme across 2023 and 2024 cohorts. Following a key focus on their engagement and experience, we have seen the engagement scores for current graduates remain consistent with this year, at 8.2. Wellbeing Prioritising our people’s health and wellbeing is fundamental to Lendlease’s culture and purpose. We are committed to promoting and supporting the health, wellbeing and psychological safety of our people. Our Health and Wellbeing Framework promotes healthier minds, bodies, places and cultures through a variety of programs and initiatives to support our people. Our commitment to this has extended our certification of a Global Healthy Workplace until 2024. Psychological safety We strive to create a culture and environment where our people are respected and supported. This includes managing psychosocial risks such as reward, recognition, work hours, the physical work environment, and creating a safe place for people to speak up and take interpersonal risks. While psychological safety forms part of our 3Ps safety strategy, we acknowledge that this is not the sole responsibility of our EH&S Team. The People and Culture Team is a key stakeholder in this strategy, hence why both functions have collaborated to create a Psychological Safety program. We have delivered 49 Focus group sessions, with more than 660 people attending. The focus groups have provided insights into what a psychological safe workplace looks like, highlighting areas of improvement and ideating solutions to implement. These workshops have been held throughout our global operations. Supporting our people and retaining talent Following the strategy update in May, our focus was on supporting our people by ensuring they received timely and clear communication and by providing certainty to people where we could. Our communication and change strategy was developed to align with the varied impacts in each market. Our change strategy provides our people and leaders with the opportunity to develop change management skills and build resilience to support themselves and others, in addition to offering wellbeing support and appropriate retention initiatives. As we move into FY25, we are focussed on providing clear targets and objectives for our people to deliver against our stated plans and reward our people accordingly. Supporting our people through mental health and wellbeing initiatives Mental Health First Aid • Provides mental health awareness skills and knowledge and assists in a mental health crisis • 168 employees were trained in Mental Health First Aid in the FY24 reporting window Introduction to Mental Health • Provides an understanding of what mental health is, why it’s important and how to support yourself or someone else who may be struggling • 175 employees completed the Introduction to Mental Health learning, as well as it being mandatory for our supply chain partners in the FY24 reporting window Unmind • A holistic wellbeing mental fitness platform offering a range of resources and courses across many different areas of mental health and connecting people to in-region mental health specialists for one-on-one personal care • All Lendlease employees and two members of their families have free and confidential access to Unmind • Since its inception, there have been more than 4,500 talk sessions completed • There are 1,491 active users on the platform; 88% of users have reported a positive outcome • A total of 350 wellbeing trackers have been completed Headspace • A meditation app which helps people stress less, have better focus and improved sleep • 1,104 employees and 144 Lendlease family members accessed Headspace Real Conversations • A leadership program that helps increase organisational psychological safety by embedding leadership behaviours that foster a culture of trust, inclusion and engagement, which ultimately reduces risk and contributes to sustained high performance • 112 leaders completed the Real Conversations training