= Achieved , = Not achieved, , = Underway

Implement a Dexus leadership program to enhance the capabilities of leaders in line with Dexus's objective to develop a high performance culture

Implemented the initial two modules of the Dexus Leadership Program to enhance leader capabilities in line with the Group's high performance culture

Refer to the People and Culture section

Continue to enhance the link between performance and reward through alignment of Group objectives with individual KPIs

Enhanced the link between performance and reward through aligning a Group objective - the shared financial scorecard - with individual KPIs incorporating the Group's values

Refer to the People and Culture section

Implement a best-in-class human resources technology model to improve the abilities of individual managers to lead

Created an online performance management system to improve the leadership abilities of managers and piloted a system that facilitates employee self-development

Refer to the People and Culture section

Facilitate education and training events for Directors that will satisfy up to 10 Continuing Professional Development points per annum

Facilitated education and training events to enable Directors to meet professional development requirements, exceeding the Continuing Professional Development points target

Refer to the People and Culture section

Continue to target 33% female participation in Dexus Board and senior management by 2015

Increased representation of women as Non-Executive Directors to 43%, exceeding the 2015 target of 33%, and progressed the target at senior management level to 26%

Refer to the Chair's Letter and People and Culture section


Commentary and methodology

"Senior Management team" includes executive management and senior management positions within the Group, specifically positions with a corporate title of Executive Director, Executive General Manager, Group General Manager, Regional General Manager, General Manager and Senior Manager.

"Non-Executive Directors" are Independent Directors of DXFM and does not include the CEO or Executive Director Finance & COO who are counted in the Senior Management team for the purposes of workforce reporting.

All relevant headcount data is taken from each year's headcount report as at 30 June 2014, produced by Dexus People & Culture.

Headcount data for the purpose of these statistics is based on Full Time Equivalent (FTE) employees, representing the active Dexus workforce.


Commentary and methodology

Engagement information was sourced directly from the Employee Opinion Survey for each reporting year. Employee Opinion Surveys are managed externally by Towers Watson via an online, confidential survey.

Leave data was gathered for each reporting period from payroll system records. The data was then consolidated into the categories displayed in the report as follows:

  • Annual leave: Annual leave only
  • Long service leave: Long service leave only
  • Parental leave unpaid: Parental leave unpaid only
  • Parental leave paid: Primary and non-primary paid parental leave
  • Personal leave: Sick leave, carers' leave and special bereavement or compassionate leave
  • Leave without pay: Leave without pay only
  • Other leave: Study leave, volunteer leave, jury duty and purchased leave

Employee Relations Matters were supplied by People and Culture based on file notes and employee relations activity. Matters not resolved by year end are due to the fact they were only recently reported and are in the process of being investigated or are part of ongoing investigations.

WH&S incidents account for all recorded incidents pertaining to Dexus employees and do not include contractors. All reported incidents in FY14 related to personal injury. For more information read Dexus's work health and safety statement


Commentary and methodology

The turnover calculation is a count of voluntary departures divided by the count of employees as at 30 June in each year. All relevant headcount data is taken from the headcount reports produced by Dexus People and Culture at 30 June each year.

The employee count reflects the total number of people employed by Dexus and accounts for circumstances such as flexible work arrangements and inactive employees on parental leave that are counted in full as departures.


Commentary and methodology

Training data is taken from the training database at the end of each reporting year. Data is categorised and consolidated to provide training hours completed for each category.

Data includes compliance training covering Human Rights issues as well as the Dexus Code of Conduct which addresses victimisation, harassment and bullying.


Commentary and methodology

Salary represents an employee's package including fixed cash and superannuation.

Category ratios are calculated by taking the average male salary and comparing it to the average female salary. Location ratios are calculated in the same manner according to the employee's physical work location.

CEO salary as a multiple of worker salary is calculated by taking the CEO's salary and dividing it by the Group's average salary excluding the CEO. The Group's average salary is then recalculated in the subsequent reporting item to exclude members of the Group Management Committee, and then recalculated again to exclude all senior management for the final reporting item. For more information read Dexus's Remuneration report contained in the Directors' Report in the 2014 Annual Report.

Read more on the Group's Employee charter and its Corporate Responsibility and Sustainability approach. More information on the Group's Employees is available in the People and Culture section in the 2014 Annual Review or the Dexus website