Legend Corporation Reflect Reconciliation Action Plan

Legend Corporate Reflect Reconciliation Action Plan November 1st 2021 – October 31st 2022

Reflect Reconciliation Action Plan 1ST NOVEMBER 2021 – 31ST OCTOBER 2022

OUR BUSINESS Legend’s core business is the manufacture and distribution of electrical products and industrial solutions. We have been in business since the 1980s both as a listed and private enterprise and supply to a wide range of industries including electrical, gas and telecommunications. We have many industry-known brands within our business, the largest and most well-known of which is CABAC. Legend employs c.330 people in a range of office, factory and warehouse locations in Australia and New Zealand including Sydney, Melbourne, Brisbane, Adelaide, Perth and Auckland. Of these, approximately 310 employees work in Australia.

We do not know exactly how many Aboriginal and Torres Strait Islander people we employ but we would estimate around 10-12. One of our employees with First Nations heritage has requested to be part of our Reconciliation Action Plan Working Group.

The power to transform goes right to our core.

Here at Legend, our seasoned, specialist leadership team plays an active role in ensuring that each of the companies in our group has the support, training and resources needed to overcome challenges, meet growing demands and strengthen each business. Furthermore, we are constantly refining and implementing strategies and systems which allow each of the companies and partners in our network to seamlessly collaborate as an integrated, cohesive team.

To do this, we have focused on developing a new corporate culture across all our companies based on integrity, empowerment, inclusion and teamwork. Our new corporate culture goes above and beyond to achieve equality, diversity and inclusion by recognising the value that comes from individuality, personal experience and varied heritages. Because at Legend we believe, the power to transform is in all of us.

Document ID Version: 2 | Issued: Nov 2021 | Effective: Nov 2021 | Date Reviewed: Nov 2021

ACCOUNTABILITY

TEAMWORK

INTEGRITY

RESPECT

EXCELLENCE

Reflect Reconciliation Action Plan 1ST NOVEMBER 2021 – 31ST OCTOBER 2022

OUR MISSION Empower customer success – delivering value, innovation & service through superior strategy, people & processes.

OUR VISION To build a valuable company that demonstrates repeatable processes, clear strategy, sustained profitable growth and employee purpose.

OUR VALUES At Legend we are all about winning, but we care how we win. We strive to achieve superior results through setting clear goals, defining responsibilities and being accountable for our actions. We are proud to have created a trusting, respectful and inclusive environment, where both personal and team growth, creativity and innovation flourishes.

ACCOUNTABILITY We are accountable for the success of Legend and to fulfilling the commitments that we make to our customers, suppliers and each other. We respect our communities, the environment and take ownership for our actions.

TEAMWORK We encourage an environment of innovation, creativity and results through open and honest communication. We model leadership that teaches, inspires and promotes full participation.

INTEGRITY We practice values-based leadership and demand of ourselves and each other the highest standards of individual integrity through direct, open and honest communication.

RESPECT We are direct and open in our communication. We can achieve more as a team when we embrace diversity, challenge each other and recognise the value that comes from individuality, personal experience and varied heritages.

EXCELLENCE We seek to profitably delight our customers. We challenge each other to improve our products, services, processes and each other. We strive to understand our end markets and our customers’ businesses, to anticipate their needs today and in the future.

Document ID Version: 2 | Issued: Nov 2021 | Effective: Nov 2021 | Date Reviewed: Nov 2021

ACCOUNTABILITY

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Reflect Reconciliation Action Plan 1ST NOVEMBER 2021 – 31ST OCTOBER 2022

OUR RAP Developing a diverse and inclusive workforce is one of the strategic priorities in our People and Culture strategy. Ultimately, we believe inclusion at all levels will create better outcomes for all our key stakeholders including shareholders, customers and employees. We consider that inclusion is not a “nice to have” but an essential prerequisite for achieving sustainable profitable growth.

Our CEO (Bryan Tisher) and RAP Champion (Steve Rowe) have used multiple employee communication strategies to clearly articulate why we are seeking to build an inclusive culture and why we want to proactively support reconciliation. We are seeking to raise employee awareness of our reconciliation commitment and actions at every opportunity.

Steve Rowe is Legend’s General Manager, People, Culture, Safety and Sustainability. Steve is personally invested in First Nations affairs having worked extensively in this area with previous employers including John Holland and Laing O’Rourke. Steve has also been a vocal advocate (via LinkedIn) for changing the date of the Australia Day celebration.

Steve has established a RAP Working Group, based on staff interest, of five members, including one with First Nations heritage.

The Group is comprised of the following members: •

Bryan Tisher – Chief Executive Officer

•

Steve Rowe – General Manager, People, Culture, Safety and Sustainability.

•

Michele Southam – Payroll Specialist

•

Jo Seymour – Executive Assistant

•

Jamie Duroux - Warehouser

This Group will collectively own the implementation of the RAP, meeting monthly to review progress on deliverables and discuss potential risks and issues as they arise. We will also seek to bring an external First Nations representative into the Group before the end of November, 2021.

OUR PARTNERSHIPS & CURRENT ACTIVITIES Document ID Version: 2 | Issued: Nov 2021 | Effective: Nov 2021 | Date Reviewed: Nov 2021

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Reflect Reconciliation Action Plan 1ST NOVEMBER 2021 – 31ST OCTOBER 2022

In 2020 we employed a First Nations intern via Career Trackers in our Digital Transformation Team.

In April 2021 we invited a First Nations Elder Uncle Chris Tobin, to conduct a Smoking Ceremony at an all-company Town Hall. This was greatly successful and voted being the best part of the Town Hall by Legend Staff, many of whom stated that it had really opened their eyes to First Nations issues and opportunities.

During National Reconciliation Week in May 2021, we invited two First Australians to work with our staff to develop artworks in each of our Sydney and Adelaide offices. These artworks now hang with pride in our reception areas at both sites.

During NAIDOC Week, we posted histories of eminent First Australians as part of our staff education and awareness campaign.

Steve recently established personal contacts with Reconciliation Australia and Reconciliation NSW and is now in the process of setting up a Reconciliation Working Group to assist in the development and implementation of a Reflect RAP. Our owners, Adamantem, have recently had a Reflect RAP approved by Reconciliation Australia and are providing support and advice.

Document ID Version: 2 | Issued: Nov 2021 | Effective: Nov 2021 | Date Reviewed: Nov 2021

ACCOUNTABILITY

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Reflect Reconciliation Action Plan 1ST NOVEMBER 2021 – 31ST OCTOBER 2022

Relationships Action

Deliverable

Timeline

Responsibility

1. Establish and strengthen mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders and organisations.

• Identify Aboriginal and Torres Strait Islander stakeholders and organisations within our local area or sphere of influence.

December 2021

General Manager, People, Culture, Safety and Sustainability

• Research best practice and principles that support partnerships with Aboriginal and Torres Strait Islander stakeholders and organisations.

January 2022

General Manager, People, Culture, Safety and Sustainability

2. Build relationships through celebrating National Reconciliation Week (NRW).

• Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our staff.

May/June 2022

Internal Communications Specialist

• RAP Working Group members to participate in an external National Reconciliation Week event

27 May 3 June 2022

General Manager, People, Culture, Safety and Sustainability

• Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW.

May/June 2022

General Manager, People, Culture, Safety and Sustainability

• Communicate our commitment to reconciliation and our RAP to all Legend staff including: all staff meetings, NAIDOC Week and National Reconciliation Week

November 2021 to October 2022

General Manager, People, Culture, Safety and Sustainability

• Identify external stakeholders that our organisation can engage with on our reconciliation journey.

December 2021

General Manager, People, Culture, Safety and Sustainability

• Identify RAP and other like-minded organisations that we could approach to collaborate with on our reconciliation journey.

December 2021

General Manager, People, Culture, Safety and Sustainability

• Research best practice and policies in areas of race relations and anti-

March 2022

General Manager, People, Culture, Safety and

3. Promote reconciliation through our sphere of influence.

4. Promote positive race relations through anti-

Document ID Version: 2 | Issued: Nov 2021 | Effective: Nov 2021 | Date Reviewed: Nov 2021

ACCOUNTABILITY

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Reflect Reconciliation Action Plan 1ST NOVEMBER 2021 – 31ST OCTOBER 2022

discrimination strategies.

discrimination.

Sustainability

• Conduct a review of HR policies and procedures to identify existing antidiscrimination provisions, and future needs.

March 2022

General Manager, People, Culture, Safety and Sustainability

Action

Deliverable

Timeline

Responsibility

5. Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning.

• Develop a business case for increasing understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights within our organisation.

December 2021

General Manager, People, Culture, Safety and Sustainability

• Conduct a review of cultural learning needs within our organisation.

December 2021

General Manager, People, Culture, Safety and Sustainability

6. Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols.

• Develop an understanding of the local Traditional Owners or Custodians of the lands and waters within our organisation’s operational area.

December 2021

General Manager, People, Culture, Safety and Sustainability

• Increase staff’s understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols.

March 2022

General Manager, People, Culture, Safety and Sustainability

• Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols and other days of significance.

November 2021 to October 2022

Chief Executive Officer

Respect

Document ID Version: 2 | Issued: Nov 2021 | Effective: Nov 2021 | Date Reviewed: Nov 2021

ACCOUNTABILITY

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Reflect Reconciliation Action Plan 1ST NOVEMBER 2021 – 31ST OCTOBER 2022

7. Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC Week.

• Raise awareness and share information amongst our staff about the meaning of NAIDOC Week.

July 2022

General Manager, People, Culture, Safety and Sustainability

• Introduce our staff to NAIDOC Week by promoting external events in our local area.

July 2022

General Manager, People, Culture, Safety and Sustainability

• RAP Working Group to participate in an external NAIDOC Week event.

July 2022

General Manager, People, Culture, Safety and Sustainability

Action

Deliverable

Timeline

Responsibility

8. Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development.

• Develop a business case for Aboriginal and Torres Strait Islander employment within our organisation.

February 2022

Chief Operations Officer

• Build understanding of current Aboriginal and Torres Strait Islander staffing to inform future employment and professional development opportunities.

December 2021

General Manager, People, Culture, Safety and Sustainability

9. Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes.

• Develop a business case for procurement from Aboriginal and Torres Strait Islander owned businesses.

March 2022

Chief Operations Officer

• Investigate Supply Nation membership.

March 2022

Chief Operations Officer

Opportunities

Document ID Version: 2 | Issued: Nov 2021 | Effective: Nov 2021 | Date Reviewed: Nov 2021

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Reflect Reconciliation Action Plan 1ST NOVEMBER 2021 – 31ST OCTOBER 2022

Governance Action

Deliverable

Timeline

Responsibility

10. Establish and maintain an effective RAP Working Group (RWG) to drive governance of the RAP.

• Form a RWG to govern RAP implementation.

November 2021

General Manager, People, Culture, Safety and Sustainability

• Draft a Terms of Reference for the RWG.

November 2021

General Manager, People, Culture, Safety and Sustainability

• Establish Aboriginal and Torres Strait Islander representation on the RWG.

November 2021

General Manager, People, Culture, Safety and Sustainability

• Define resource needs for RAP implementation.

November 2021

General Manager, People, Culture, Safety and Sustainability

• Engage senior leaders in the delivery of RAP commitments.

December 2021

General Manager, People, Culture, Safety and Sustainability

• Define appropriate systems and capability to track, measure and report on RAP commitments.

November 2021

General Manager, People, Culture, Safety and Sustainability

• Build Reflect RAP Plan and associated strategies into all business strategy documentation and process

March 2022

General Manager, Marketing

11. Provide appropriate support for effective implementation of RAP commitments.

Document ID Version: 2 | Issued: Nov 2021 | Effective: Nov 2021 | Date Reviewed: Nov 2021

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Reflect Reconciliation Action Plan 1ST NOVEMBER 2021 – 31ST OCTOBER 2022

12. Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally.

• Complete and submit the annual RAP Impact Measurement Questionnaire to Reconciliation Australia.

September 2022

General Manager, People, Culture, Safety and Sustainability

13. Continue our reconciliation journey by developing our next RAP.

• Register via Reconciliation Australia’s website to begin developing our next RAP.

September 2022

General Manager, People, Culture, Safety and Sustainability

Contact Details Name: Steve Rowe Position: General Manager, People, Culture, Safety and Sustainability / RAP Champion Phone: 0407 767133 Email: steve.rowe@legend.com.au

Document ID Version: 2 | Issued: Nov 2021 | Effective: Nov 2021 | Date Reviewed: Nov 2021

ACCOUNTABILITY

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