Pillar 3 – People

DIGNITY AND EQUALITY

Diversity and inclusion

Pental Limited is committed to fostering an inclusive environment and promoting workplace diversity. We understand that each individual is unique and we value and respect the varied contributions all employees make to the business. Fostering diversity ensures Pental can attract and retain individuals with the best skills and personal attributes and therefore create a team that can deliver value to our shareholders, customers and consumers.

As part of Pental’s Diversity and Inclusion strategy, its Board and Management is responsible for implementing these strategies, setting and achieving objectives, and making relevant recommendations to foster diversity at the Company. Pental’s purpose and vision in relation to diversity and inclusion is set out in its Diversity Policy which was approved and adopted in August 2015. Pental’s Diversity Policy reflects our commitment to creating a workplace that is free from discrimination and prejudice. Our policy states that we will not tolerate any form of discrimination or harassment based on race, gender, age, disability, sexual orientation, religion, or any other factor protected by law. We are committed to providing equal opportunities for all employees, and we actively promote diversity in our hiring and promotion processes.

Pental Limited has also been reporting on gender equality at the company through the requirements set out by the Workplace Gender Equality Agency (WGEA), an Australian statutory agency created by the Workplace Gender Equality Act 2012. Reporting through the WGEA is a mechanism for the company to evaluate gender equality and improve and promote gender inclusion.

In the attached links below, Pental’s Public Report on Gender Equality for 2019-2020 can be viewed which outlines the gender composition and profile of the Company’s workforce, policies and strategies supporting flexible working, family or caring responsibilities, and other support mechanisms for employees.

Additionally, in 2022 Pental has achieved a Certificate of Compliance with the Workplace Gender Equality Act 2012 (see link below).

In 2021, Pental’s overall reported workforce gender composition was 28.7% female and 71.3% male.

Currently Pental does not report on other diversity data sets at the organisation but will be assessing the feasibility of doing this in the future.

Pental Limited has implemented a range of initiatives and policies to improve inclusion and promote diversity in our workplace. These include:

Diversity and inclusion training: We provide regular training to all employees on topics related to diversity, unconscious bias, and inclusive leadership.
Flexible work arrangements: We offer flexible work arrangements, such as part-time work and job-sharing, to help employees balance their work and personal commitments.
Employee resource groups: We support a range of employee resource groups, such as our employees experiencing family or domestic violence.
Inclusive recruitment practices: We use inclusive language in our job advertisements and ensure that our recruitment processes are fair and transparent.

We recognise that creating a diverse and inclusive workplace is an ongoing journey, and we are committed to continuously improving our policies and practices to promote equality, diversity, and inclusion in all aspects of our operations.

Pay equality

Pental Limited is committed to creating a diverse and inclusive workplace where all employees are treated fairly and with respect. We recognise that pay equality is an essential aspect of this commitment, and we strive to ensure that all employees receive equal pay for equal work. Equal remuneration between women and men is a key component in improving women’s economic security and progressing gender equality. Although Pental does not have a formal policy on gender remuneration, we ensure that all employees performing the same or similar work receive equal pay, irrespective of their gender, ethnicity, or any other characteristic. Salaries are set by awards/ industrial or workplace agreements and do not discriminate between genders, however increases can occur with some discretion as performance assessments.

Pental reports on gender equality directly with the Workplace Gender Equality Agency on a yearly basis to promote and improve inclusion at the Company. We are committed to achieving pay equality for all employees and ensure that all employees are treated fairly and equitably.
Wage level

At Pental Limited, we recognise that fair compensation and benefits are essential to promoting the economic well-being of our employees. We believe that the distribution of wages and income is crucial for eliminating inequality and poverty, and we are committed to ensuring that our employees are paid fairly.

We are committed to providing our employees with fair and competitive compensation and benefits packages that reflect their contributions to the Company’s success. Employees are paid salaries set out by the Modern Awards (industrial or workplace agreements), which ensure they do not get paid lower than the minimum wages for that award rate. Wage increases can occur with some discretion as a result of performance assessments.

At this stage, Pental is unable to disclose the ratio of entry-level wage to minimum wage by gender, however will review this disclosure in a future report.

Pental believes that focusing on pay ratios improves corporate governance and helps ensure that CEO pay is fair and appropriate in relation to the rest of the workforce. CEO remuneration as well directors and staff is managed by Pental’s Remuneration Committee. The committee is composed of all Board members and the committee’s responsibilities are governed by the Remuneration Committee Charter (see link below).

At this stage, Pental is unable to disclose the ratio of total compensation of the CEO to median compensation of all employees, however will review this disclosure in a future report.

Child, forced or compulsory labour

Pental (including its 100% owned subsidiary Pental Products Pty Ltd) recognises the importance of protecting the human rights of all people impacted by its operations and supply chain and is committed to eradicating the risks of supporting or engaging with companies complicit in practices constituting modern slavery.

The Company recognises the importance of complying with regulatory obligations and jurisdictional requirements related to modern slavery. As a publicly listed company in Australia, we are committed to complying with the Modern Slavery Act 2018 (Cth). We regularly review our practices and procedures to ensure compliance with applicable laws and regulations related to modern slavery. Pental has been reporting against the Australian Modern Slavery Act 2018 (Cth) since 2020. Pental has a modern slavery statement that outlines our commitment to preventing and addressing modern slavery in our operations and supply chains (see below link). We review and update our statement on a yearly basis to ensure it aligns with best practices and regulatory requirements.

Pental acknowledges that there is a risk of it indirectly contributing to modern slavery practices (i.e., the risk of Pental’s operations and/or actions in its supply chain facilitating or incentivising modern slavery) through its supply chain. We are committed to identifying and addressing risks related to modern slavery in our operations and supply chains. We conduct ongoing risk assessments to identify any potential risks of child labour, forced or compulsory labour, or other forms of modern slavery within our supply chains. Our risk assessment process includes evaluating suppliers based on their labour practices, monitoring any changes in supplier practices or conditions, and taking appropriate steps to address any identified risks. Our long-term strategic relationships with key suppliers provide stability in our supply chain and procurement processes. Pental has implemented a vendor approval process that includes a mandatory Modern Slavery Declaration to its core suppliers that were identified as being in high or medium risk geographical regions. In addition, Pental has partnered with Sedex to provide even further oversight between Pental, its suppliers, and customers on responsible sourcing indicators. The assessment process did not identify any modern slavery practices with any of our high or medium risk suppliers.

Pental considers the risk of it causing modern slavery practices (i.e., the risk of Pental’s operations directly resulting in modern slavery practices) to be extremely low. Pental’s operations are based in Australia and Pental actively complies with all applicable workplace health and safety laws, immigration laws, whistle-blower laws, and employment laws. Pental is not aware of any actions on its part which would cause modern slavery practices.

Pental has taken a zero-tolerance approach to modern slavery and has implemented both an Awareness Program and a Training Program so that our employees know the role they play in the integrity of the Company’s supply chain. They are also reminded on an annual basis of the mechanisms and tools available to identify and report on modern slavery practices.

Pental is committed to ethically conducting our business, requesting our business partners conduct their dealings with us in a fair, honest, and ethical manner.

See also: Modern Slavery Statement 2022

HEALTH AND WELL-BEING

Health and Safety

At Pental, ‘Safety comes first’. A safe work environment is our number one priority. Our safety performance is driven by a strong commitment to our safety values, safety leadership strategies and safety attitudes. Safety is a key value for the Company and we have set the following goals in relation to keeping people healthy and safe:  

We keep our people and visitors safe
We aim for Zero Harm – no injuries or incidents
We model and reinforce safe behaviour at work and home
We proactively identify hazards
We maintain clean and safe workplaces and equipment

In regards to the specific products we manufacture and distribute to our customers, these products are designed, tested and produced to the highest standards to keep the products safe in our customers hands. We provide instructions and information on how to safely use products that may have risks or hazards. All of our products have ‘Safety Data Sheets’ which are easily accessible on our website (see link below).

There were zero reported fatalities, high consequence work related injuries, or recordable work related injuries in the 12 months to 31 December 2022.

Pental also has an Employee Assistance Program (EAP) which offers free and confidential assessments, short-term counselling, referrals, and follow-up services for employees who are seeking assistance to manage their mental health.

See also: Safety Data Sheets

SKILLS FOR THE FUTURE

Training provided

At Pental, we recognise the importance of staff training and development in achieving our business objectives. We believe in providing our employees with a safe and healthy work environment, with access to adequate training and development opportunities to enhance their skills and knowledge. Our training programs cover a range of topics, including product quality assurance (QA) training, continuous improvement (CI) training, safety training, and skills training in standard operating procedures (SOPs). We also encourage our employees to take up external training courses to further develop their skills and knowledge.

In the reporting period, Pental provided employees with a total of 526.8 hours of CI/Safety/QA training; and a total of 933.9 hours of skills training (SOP).