WorkplaceProfileTable - Domino's Investors

Workplace Profile Table

Occupational category* Employment status

No. of employees

F M

Managers Full-time permanent

Full-time contract

Part-time permanent

Part-time contract

Professionals Full-time permanent

Full-time contract

Casual

Technicians And TradesWorkers

Full-time permanent

Full-time contract

Part-time permanent

Casual

Community And PersonalService Workers

Full-time permanent

Part-time permanent

Casual

Clerical And AdministrativeWorkers

Full-time permanent

Full-time contract

Part-time permanent

Part-time contract

Casual

Machinery Operators AndDrivers Full-time permanent

Labourers Full-time permanent

Part-time permanent

Casual

0

2

0

137

1

1

1

41

1

0

73

0

2

48

5

0

0

61

5

2

1

15

3

26

72

6

5

19

5

0

1

0

25

12

2

10

3

59

51

1,133

599

3

454

129

0

Number of apprentices andgraduates (combined)

F M

0

0

0

0

0

0

0

0

0

0

2

0

0

1

0

0

0

5

0

1

0

1

0

0

0

0

0

0

1

0

0

0

3

1

0

0

1

1

00

0

0

0

0

0

0

Totalemployees**

1

3

1

178

1

2

124

10

3

1

82

9

31

91

19

2

11

4

88

6

1,589

728

3

Industry: *

* Categorised using ANZSCO major group codes (this means Professionals who are also Managers are categorised asProfessionals)** Total employees includes Gender X

Workplace Profile Table

Manager category Level to CEO Employment status

No. of employees

F M Total*

CEO 0 Full-time permanent

KMP -1 Full-time permanent

GM -1 Full-time permanent

-2 Full-time permanent


SM -2 Full-time permanent



OM -1 Full-time permanent



Full-time contract

Part-time permanent


Part-time contract


Part-time permanent

110

330

110

981

202

1082

1165

110

101

211

1

1

20

0

0

13

1

1

7

1

31

0

20

1

11

2

86

2

75

0

11

* Total employees includes Gender X

Industry: *

2020 - 21 Compliance Program

Submitted by:

Domino's Pizza Enterprises Limited(ABN:16010489326)

Ride Sports ANZ Pty Ltd(ABN:38625108910)

Construction, Supply & Service Pty Ltd(ABN:35625107271)

IPG Marketing Solutions(ABN:52616255737)

#Workplace overview

Policies and strategies

1: Do you have a formal policy and/or formal strategy in place that specifically supports genderequality in the following areas?

…Recruitment Yes( )Select all that apply

…Yes Policy

…Retention Yes( )Select all that apply

…Yes Policy

…Performance management processes Yes( )Select all that apply

…Yes Policy

…Promotions Yes( )Select all that apply

…Yes Policy

…Talent identification/identification of highpotentials

Yes( )Select all that apply

…Yes Strategy

…Succession planning Yes( )Select all that apply

…Yes Strategy

…Training and development Yes( )Select all that apply

…Yes Policy

…Key performance indicators for managersrelating to gender equality


…Yes Strategy

2: Do you have formal policy and/or formal strategy in place that support gender equality overall?Yes( )Select all that apply

…Yes Policy

3: If your organisation would like to provide additional information relating to your gender equalitypolicies and strategies, please do so below.

Governing bodies

Domino's Pizza Enterprises Limited

1: Does this organisation have a governingbody?

Yes(Provide further details on the governing)body(ies) and its composition

1.1: What is the name of your governing body? Domino's Pizza Enterprises Limited

1.2: What type of governing body does thisorganisation have?

Board of directors

1.3: How many members are on the governingbody and who holds the predominant Chair

position?

…Chairs

…Female (F) 0

…Male (M) 1

…Gender X 0

…Members

…Female (F) 3

…Male (M) 3

…Gender X 0

1.4: Do you have a formal selection policyand/or formal selection strategy for thisorganisation's governing body members?


1.5: Has a target been set to increase therepresentation of women on this governingbody?

Yes( )Provide further details on your target

10.6: What is the percentage (%) target? 40.00%

10.7: What year is the target to be reached(select the last day of the target year)?

30-Jun-2030

11.1: Confirm how the ultimate parent'sgoverning body/ies are being reported:

Ride Sports ANZ Pty Ltd


Yes, same as local ultimate parent organisation(The local ultimate parent's governing bodydetails must be reported against the localultimate parent. The information is not requiredto be entered again for subsidiary organisationseven if it is reported in a different submission

)group.

1.1: What is the name of your governing body?


1.3: How many members are on the governingbody and who holds the predominant Chairposition?

…Chairs

…Female (F)

…Male (M)

…Gender X

…Members

…Female (F)

…Male (M)

…Gender X



10.6: What is the percentage (%) target?


11.1: Confirm how the ultimate parent'sgoverning body/ies are being reported: It is reported as part of this submission group.

Construction, Supply & Service Pty Ltd



)group.




…Chairs

…Female (F)

…Male (M)

…Gender X

…Members

…Female (F)

…Male (M)

…Gender X






It is reported as part of this submission group.

IPG Marketing Solutions



)group.




…Chairs

…Female (F)

…Male (M)

…Gender X

…Members

…Female (F)

…Male (M)

…Gender X






It is reported as part of this submission group.

2: If your organisation would like to provide additional information relating to governing bodies andgender equality in your workplace, do so below.

We have met the target of 40% female representation on our Board (we previously weremembers of the 30% club and met that target) – we have now set up a target for Directors,Leadership Team (Group/Country).

#Action on gender equality

Gender pay gaps

1: Do you have a formal policy and/or formal strategy on remuneration generally?No( )Select all that apply

…NoSalaries set by awards/industrial or workplaceagreements Non-award employees paid market rate

2: Did your organisation receive JobKeeper payments?Yes

2.1: Please indicate which months in thereporting period your organisation receivedJobKeeper payments:

.. April 2020

Yes

…May 2020 Yes

…June 2020 Yes

…July 2020 Yes

…August 2020 Yes

…September 2020 Yes

…October 2020 Yes

…November 2020 Yes

…December 2020 Yes

…January 2021 Yes

…February 2021 Yes

…March 2021 Yes

3: What was the snapshot date used for your Workplace Profile?31-Mar-2021

4: If your organisation would like to provide additional information relating to gender pay gaps inyour workplace, please do so below.

Subsidiary IPG received JobKeeper payments from April 2020 - March 2021, all of whichwas paid back to the government.

Employer action on pay equity

1: Have you analysed your payroll to determine if there are any remuneration gaps betweenwomen and men (e.g. conducted a gender pay gap analysis)?

Yes(Provide further details on the most recent gender remuneration gap analysis that was)undertaken.

1.1: When was the most recent genderremuneration gap analysis undertaken?

Within the last 12 months

1.2: Did you take any actions as a result ofyour gender remuneration gap analysis?


1.2: Did you take any actions as a result of yourgender remuneration gap analysis?

.. Yes

Reviewed remuneration decision-makingprocesses Trained people-managers in addressing genderbias (including unconscious bias) Reported pay equity metrics (including genderpay gaps) to the executive

1.3: You may provide details below on thetype of gender remuneration gap analysisthat has been undertaken (for examplelike-for-like and/or organisation-wide)

Like for like comparison and specific field-basedrole comparisons - e.g. drivers and in-store staff;managers within specific teams (I.e.Technology).

2: If your organisation would like to provide additional information relating to employer action onpay equity in your workplace, please do so below.

Employee consultation

1: Have you consulted with employees on issues concerning gender equality in your workplace?Yes( )Provide further details on the employee consultation process.

1.1: How did you consult employees?

Focus groups Other (provide details) Survey Consultative committee or group Exit interviews

…Other (provide details)Briefings at our Quarterly Team Meetings,Attendance at International Women's Day,Lunch and holding events.

1.2: Who did you consult? ALL staff

2: If your organisation would like to provide additional information relating to employeeconsultation on gender equality in your workplace, please do so below.

#Employee work/life balance

Flexible working

1: Do you have a formal policy and/or formal strategy on flexible working arrangements?Yes( )Select all that apply

…Yes Strategy

…A business case for flexibility has beenestablished and endorsed at the leadershiplevel

Yes

…Leaders are visible role models of flexibleworking

Yes

…Flexible working is promoted throughoutthe organisation

Yes

…Targets have been set for engagement inflexible work

No( )Select all that apply

…No Insufficient resources/expertise

…Targets have been set for men'sengagement in flexible work



…Leaders are held accountable for improvingworkplace flexibility

Yes

…Manager training on flexible working isprovided throughout the organisation



…Employee training is provided throughoutthe organisation



…Team-based training is providedthroughout the organisation



…Employees are surveyed on whether theyhave sufficient flexibility

Yes

…The organisation's approach to flexibility isintegrated into client conversations

Yes

…The impact of flexibility is evaluated (e.g.reduced absenteeism, increased employeeengagement)

Yes

…Metrics on the use of, and/or the impact of,flexibility measures are reported to keymanagement personnel

Yes

…Metrics on the use of, and/or the impact of,flexibility measures are reported to thegoverning body



…Other (provide details) No

2: Do you offer any of the following flexible working options to MANAGERS in your workplace?…Flexible hours of work Yes( )Select one option only

…YesSAME options for women and men(Select all

)that apply

…SAME options for women and men Formal options are available

…Compressed working weeks Yes( )Select one option only


)that apply

…SAME options for women and men Informal options are available

…Time-in-lieu Yes( )Select one option only


)that apply


…Telecommuting (e.g. working from home) Yes( )Select one option only


)that apply


…Part-time work Yes( )Select one option only


)that apply


…Job sharing Yes( )Select one option only


)that apply


…Carer's leave Yes( )Select one option only


)that apply


…Purchased leave No(You may specify why the above option is not)available to your employees.

…No Not aware of the need

…Other (provide details)

We have an open culture and staff are able toraise requests with their line manager - theserequests are considered on a case by casebasis often without a formal policy in place.

…Unpaid leave Yes( )Select one option only

…Yes SAME options for women and men(Select all)that apply


3: Are your flexible working arrangement options for NON-MANAGERS the same as the optionsfor managers above?

Yes

4: Were managers in your organisation allowed to make INFORMAL flexible workingarrangements with their team members in response to the COVID-19 pandemic?

Yes, ALL managers

5: Did you see an increase, overall, in the approval of FORMAL flexible working arrangements foryour workforce compared to pre-COVID-19?

Yes, for both women and men

6: If your organisation would like to provide additional information relating to flexible working andgender equality in your workplace, please do so below.

During the lock-down periods of Covid19, all employees were provided the ability to workfrom home. Employees continue to have the ability to work from home (3 days a week), withthe minimum of 2 days a week in the office.

#Employee support

Paid parental leave

1: Do you provide employer funded paid parental leave regardless of carer's status (i.e.primary/secondary) in addition to any government funded parental leave scheme?

Yes, we offer employer funded parental leave (using the primary/secondary carer definition)

1.1: Do you provide employer funded paidparental leave for primary carers in additionto any government funded parental leavescheme?

Yes(Please indicate how employer funded paid)parental leave is provided to the primary carers.

1.1.a: Please indicate whether youremployer-funded paid parental leave forprimary carers is available to:

All, regardless of gender

1.1.b: Please indicate whether youremployer-funded paid parental leave forprimary carers covers:

Birth Stillbirth Adoption

1.1.c: How do you pay employer fundedpaid parental leave to primary carers?

Paying the gap between the employee's salaryand the government's paid parental leavescheme

1.1.d: Do you pay superannuationcontribution to your primary carers whilethey are on parental leave?

No

1.1.e: How many weeks (minimum) ofemployer funded paid parental leave forprimary carers is provided?

8

1.1.f: What proportion of your totalworkforce has access to employer fundedpaid parental leave for primary carers,including casuals?

10-20%

1.2: Do you provide employer funded paidparental leave for secondary carers inaddition to any government funded parentalleave scheme?

Yes(Please indicate how employer funded paidparental leave is provided to the secondary

)carers.

1.2.a: Please indicate whether youremployer-funded paid parental leave forsecondary carers is available to:

All, regardless of gender

1.2.b: Please indicate whether youremployer-funded paid parental leave forsecondary carers covers:

Birth Adoption Stillbirth

1.2.c: How do you pay employer fundedpaid parental leave to secondary carers?

Paying the gap between the employee's salaryand the government's paid parental leavescheme

1.2.d: Do you pay superannuationcontribution to your secondary carers whilethey are on parental leave?

No

1.2.e: How many weeks (minimum) ofemployer funded paid parental leave forsecondary carers is provided?

2

1.2.f: What proportion of your totalworkforce has access to employer fundedpaid parental leave for secondary carers,including casuals?

10-20%

2: If your organisation would like to provide additional information relating to paid parental leaveand gender equality in your workplace, please do so below.

A review of Domino's Parental Leave Policy will occur within the next FY.

Support for carers

1: Do you have a formal policy and/or formal strategy to support employees with family or caringresponsibilities?



2: Do you offer any of the following support mechanisms for employees with family or caringresponsibilities?

…Employer subsidised childcareNo(You may specify why the above support

)mechanism is not available to your employees.


…On-site childcare No(You may specify why the above support)mechanism is not available to your employees.


…Breastfeeding facilitiesYes(Please indicate the availability of this

)support mechanism.

…Yes Available at SOME worksites

…Childcare referral services No(You may specify why the above support)mechanism is not available to your employees.


…Internal support networks for parentsYes(Please indicate the availability of this

)support mechanism.

…Yes Available at SOME worksites

…Return to work bonus (only select if thisbonus is not the balance of paid parentalleave)

No(You may specify why the above support)mechanism is not available to your employees.


…Information packs for new parents and/orthose with elder care responsibilities



…Referral services to support employeeswith family and/or caring responsibilities



…Targeted communication mechanisms(e.g. intranet/forums)



…Support in securing school holiday careNo(You may specify why the above support



…Coaching for employees on returning towork from parental leave



…Parenting workshops targeting mothersNo(You may specify why the above support



…Parenting workshops targeting fathers No(You may specify why the above support)mechanism is not available to your employees.


…Other (provide details) No

3: If your organisation would like to provide additional information relating to support for carers inyour workplace, please do so below.

Sex-based harassment and discrimination

1: Do you have a formal policy and/or formal strategy on sex-based harassment and discriminationprevention?


…Yes Policy

1.1: Do you provide a grievance process inany sex-based harasssment anddiscrimination prevention formal policyand/or formal strategy?



2: Do you provide training on sex-based harassment and discrimination prevention to the followinggroups?

…All managersYes(Please indicate how often is this training

)provided (select all that apply):

…YesAt induction Varies across business units

…All employeesYes(Please indicate how often is this training

)provided (select all that apply):

…YesAt induction Varies across business units

3: If your organisation would like to provide additional information relating to sex-basedharassment and discrimination, please do so below.

Family or domestic violence

1: Do you have a formal policy and/or formal strategy to support employees who are experiencingfamily or domestic violence?


…Yes Policy

2: Other than a formal policy and/or formal strategy, do you have the following supportmechanisms in place to support employees who are experiencing family or domestic violence?

…Employee assistance program (includingaccess to psychologist, chaplain orcounsellor)

Yes

…Training of key personnel No( )Select all that apply


…A domestic violence clause is in anenterprise agreement or workplaceagreement



…Workplace safety planning No( )Select all that apply


…Access to paid domestic violence leave(contained in an enterprise/workplaceagreement)



…Access to unpaid domestic violence leave(contained in an enterprise/workplaceagreement)



…Access to paid domestic violence leave(not contained in an enterprise/workplaceagreement)



…Access to unpaid leave Yes

…Confidentiality of matters disclosed Yes

…Referral of employees to appropriatedomestic violence support services forexpert advice

Yes

…Protection from any adverse action ordiscrimination based on the disclosure ofdomestic violence

Yes

…Flexible working arrangements Yes

…Provision of financial support (e.g.advance bonus payment or advanced pay)

Yes

…Offer change of office location No( )Select all that apply


…Emergency accommodation assistance Yes

…Access to medical services (e.g. doctor ornurse) Yes

…Other (provide details) No( )Select all that apply

3: If your organisation would like to provide additional information relating to family and domesticviolence affecting your workplace, please do so below.

Emergency accommodation assistance and access to medical services are available to allemployees through the Partners Foundation.

Question Contract Ty..Employment Type Manager Category Female Male Total*

1. How many employeeswere promoted?

Full-time Permanent Managers

Non-managers

Fixed-Term ContractNon-managers

Part-time Permanent Non-managers

2. How many employees (in..Full-time Permanent Non-managers

3. How many employees(including partners with anemployment contract) wereexternally appointed?

Full-time Permanent CEO, KMPs, and HOBs

Managers

Non-managers



N/A Casual Non-managers

120

12

89

7

31

5

33

981

11

40

2

1

20

2

1

20

55

706010

743539203

Workforce Management Statistics Table

Industry: *


Question Contract Ty..Employment Type Manager Categ.. Female Male Total*

4. How many employees(including partners with anemployment contract)voluntarily resigned?


Non-managers



N/A Casual Non-managers

5. How many employeeshave taken primary carer's ..


Non-managers

6. How many employeeshave taken secondary carer..


Non-managers

84

8

56

6

28

2

11

41633185

1,263892369

8

2

8

2

7

1

7

1


Industry: *


Question Contract Ty..Employment..Manager Categ.. Female Total*

7. How many employees ce..Full-time Permanent Non-managers 11


Industry: Food and Beverage Services


WorkplaceProfileTable - Domino's Investors

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