AUB Group Limited Annual Report 2023

ENVIRONMENTAL, SOCIAL AND GOVERNANCE REPORT YEAR ENDED 30 JUNE 2023

Talent Attraction and Retention We see increasing demand for talent across several skill sets. We monitor employee turnover to understand trends in demand for skills and to assist us adjusting our retention strategies to ensure our high performers are fulfilled and engaged with their roles. We conduct exit interviews to help management ensure that organizational issues are identified and dealt with. Employee turnover across the Group was 17% in 2023 compared to 20% in 2022. The volatility was experienced particularly around new starters and casual employees as the industry and Australia as a whole struggles with a shortage in the employment market. Absenteeism can be a lead indicator for poor wellbeing. We recognise equally a very low absentee rate indicates employees being over worked. We aim to keep absentee rates below 5% (excluding paid annual leave). We encourage all our employees to utilise their full entitlement to paid leave each year. remuneration reflects their value to AUB and the market. We recognise our responsibility to ensure all our staff are able to achieve a livable wage (60% of the median wage). We have benchmarked the lowest paid employees to an FTE equivalent to ensure their pay meets the higher of this benchmark and the related industry award. Based on the benchmark there were 4 employees marginally below the threshold, 3 of whom were school leaver/ interns and 1 part-time employee working 1 day per week. Such opportunities represent an alternative pathway to higher education with an expectation to complete industry qualifications after gaining sufficient relevant practical experience. A number of non-cash benefits such as work from home allowances, complimentary or discounted insurance coverage available to staff, are not considered in the analysis above. The average salary across the Group was $132k, and median salary was $104k. We have also engaged an external party to review all casual rates to benchmark against industry standards. In addition to benchmarking current pay and conditions we engaged the same external party to review all termination entitlement payments to ensure employees are paid what they are owed at all times. Fair Remuneration Many of our employees are highly skilled and their

EMPLOYEE GENDER COMPOSITION (%)

100

38

80

55

79

80

60

40

62

45

20

21

20

0

Executives Non Executive Management

Professionals

Other

Female

Male

We also recognise our workforce and that of Australia as a whole is built on migration. 30% of Australians were born overseas, and our workforce reflects this at all levels.

BIRTHPLACE OF WORKFORCE (%)

100

37

80

50

65

66

60

40

63

50

20

35

34

0

Executives Non-Executive Management

Professionals

Other Employees

Overseas

Australia

We will build processes in the next period to assess and report on cultural diversity within our workforce. We also plan to focus on broader diversity in the future to improve representation across other groups, including the indigenous and LGBTQIA+ communities, as well as people living with a disability and people of different ages, to align our workforce makeup with the communities that we serve.

AUB GROUP ANNUAL REPORT 2023

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