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our code of business conduct, The Red Book.

To detect possible compliance violations, we maintain an internal disclosure system that includes a mechanism for anonymous reporting.

| P A G E This work builds on the progress we have made in recent years simplifying our programs and raising awareness of the resources available to guide decision-making at Lilly.

A R E N C Y W O R K Lilly’s ethics and compliance program has received recognition for three consecutive years at the Corporate Governance Awards in New York City.

In and 2018 Lilly was one of five finalists for best compliance and ethics program in the “large cap” category comprising large publicly traded companies.

Therefore, we consider training and communications an essential component of promoting and nurturing ethical behavior and a culture of trust and integrity throughout the business.

Some of the strategies we use to further strengthen our culture include sharing real stories of mistakes we have made as an organization and their consequences and helping leaders understand the vital role they have in listening and creating an environment that encourages ethical behavior.

We strive to earn and maintain the trust of people we serve by acting with integrity in all that we do everywhere we operate around the world.

We recognize that bribery, fraud, and other acts of dishonesty are a betrayal of that trust, so we do not offer, provide, authorize, or accept anything of value—or give the appearance that we do—to inappropriately influence a decision or gain an unfair advantage.

Our centralized team of anti-corruption, due diligence experts works to drive consistency of approach around the world as well as partner with our colleagues in the business to achieve results.

Key components of our program include a principles-based policy supported by an infrastructure of procedures, job aids, training, and other materials governing the collection and use of personal information.

Our goal at Lilly is always to deliver on the promises that we make to individuals—in every business operation, in every location around the world—around the ethical use and management of the personal information that we collect and use.

provided by disclosure code administrators such as governments and trade associations.

All financial support and lobbying activities are overseen by the board of directors’ public policy and compliance committee, which is composed entirely of outside directors.

POLITICAL ENGAGEMENT All of our employees must also comply with our global policies, core values, and legal obligations, which are outlined in our written code of business conduct, The Red Book.

Bottom: Launched in insetting project and is now certified under the ISO 14064-2 Standard.

the PPE and Healthcare industries in responsible human rights, environmental and governance practices.

risk management and disclosure in particular – continue to rise.

on a journey to operate more efficiently, to conserve resources and to protect communities through strategic environmental management.

Our climate change strategy and risk management will be dynamic and is expected to become more rigorous and demanding over time.

We intend to analyse the data from our initiatives to date, reviewing and strengthening our approach to both physical and economic transition risk analysis and management.

of this review will be consolidated to guide our climate risk management strategy into the future.

Ansell continues to administer a charitable donation program aligned with its global corporate social responsibility pillars of human rights, community, environment and governance.

• An Ethical Decision-Making training pilot program was launched at Ansell Sri Lanka.

and management, and enhances public trust in the Company.

Our Code of Conduct serves as a constant reminder of our core values.

of integrity, transparency and accountability that permeates throughout the Company.

Board oversees our sustainability approach, with the Board’s CSR & Risk Committee assisting with governance and monitoring.

The CSR & Risk Committee oversees human rights (including safety), environment and community matters, from a corporate responsibility and sustainability perspective.

https://www.ansell.com/nz/en/about-us/sustainability/ sustainability-governance Members of the CSR & Risk Committee are Non-Executive Directors who have been determined by the Board to be appropriately skilled to consider matters overseen by the committee.

All Board members are standing invitees – and in practice all Board members commonly attend CSR & Risk Committee meetings.

Considering the evolving sustainability landscape and its importance to business success at Ansell, we refined and expanded our Corporate Social Responsibility (CSR) and Sustainability structure and process, better and more fully addressing Ansell’s CSR and Sustainability agenda and responsibilities across our matrix organisation.

This Council encompasses leaders from areas including the Company’s Compliance, Human Resources, Investor Relations, Law, Sales, Operations, and Employee Health & Safety functions.

of the Council to efficiently facilitate the embodiment of Ansell’s CSR and Sustainability principles and contribute to decision making and operation of the business.

Reporting, Standards & Governance Ansell is committed to sound corporate governance to underpin its sustainability practices.

its activities, an important part of which are its corporate social responsibility and sustainability activities.

https://www.ansell.com/nz/en/about-us/sustainability/sustainability-governance https://www.ansell.com/nz/en/about-us/sustainability/sustainability-governance Stakeholder Engagement Ansell is committed to positive and meaningful stakeholder engagement.

trust with stakeholders when it is transparent and accountable.

Risk Management Framework Ansell places a high priority on risk identification and management throughout all its operations and has processes in place to continuously assure the integrity of our Risk Management Framework.

During recent years, Ansell has made significant progress incorporating environmental, social and governance standards into our business operations, implementing actions to address gaps and enhance strengths in the key focus areas.

A crisis is an adverse incident or series of events that has the potential to severely damage an organisation’s employees, operations, business, brand or reputation.

During FYAnsell’s Executive Leadership Team participated in Crisis Management & Recovery training at Ansell’s Cyberjaya, Malaysia hub to experience CMP response firsthand as well as to understand their vital roles in crisis management and recovery.

Left and right: Crisis management training is key to preparedness and successful recovery.

the decision to seek an alternative supply of its products.

Employees and wider workforce Our Approach and Focus Ansell places a high priority on risk identification and management throughout our operations and has processes in place to assure the integrity of our Risk Management Framework.

This Framework is based on a comprehensive program including integrated policies, procedures, systems and controls and regular reporting that seeks to identify, assess, mitigate and prevent risks involved in and/or arising from the conduct of Ansell’s operations and business relationships.

Consistent with our Human Rights Statement, Ansell’s approach concerning the management of human rights risks, including slavery and human trafficking, is necessarily ‘people centred’ and seeks to use due diligence to identify and assess where potential impacts may be potentially severe (and/or have the capability to become so) and therefore require prioritised action as part of a systematic approach.

all standards, health and safety, environment and business ethics, providing independent verification of Ansell compliance with these standards.

Where non-compliance was identified, we created specific action plans to mitigate any deviance from our own policies and procedures as well as from local law in the countries in which we operate.

To ensure transparency, Ansell is a member of Sedex and all audit reports are uploaded to the Sedex digital data platform.

Ensuring our Supply Chain is up to Standard As part of Ansell’s review of labour standards in our supply chain, we also reviewed the workplace standards of our suppliers.

Compliance to Working Hours and Wages Following the Human Rights Impact Assessment conducted in FYproduction management at all Ansell manufacturing sites completed comprehensive training on the SMETA 4-Pillar Standards which embedded the Ethical Trading Initiative (ETI) Base Code, an internationally recognised code of good labour practice founded on the ILO Conventions.

Ansell manufacturing sites use comprehensive tracking tools to monitor compliance (including the use of card, finger or face scanning to capture worker attendance and automated time-clock systems).

All Ansell manufacturing locations in Asia track employee attendance on a daily, weekly and monthly basis and use this data to monitor worker productivity, staffing needs, labour cost management, and the support of fair and consistent behaviours by supervisors and managers.

Ansell’s adherence to legal rest day requirements and overtime limitations in our countries of operation often cause employees to look instead for work at other local companies who will offer them additional overtime (without rest days) despite existing but sometimes unenforced regulations.

In response, Ansell offers competitive compensation and an attractive work environment to retain employees and to recruit and attract a dependable workforce.

to preemptively ensure compliance with local requirements and limitations by having excess workers available – a reserve pool.

Employees and wider workforce workforce acquisition, workforce management and workforce optimisation challenging.

However, we have re-affirmed a clear position in full compliance with applicable local national laws and standards, at a minimum.

Employees are central to the Company’s business success, and Ansell focuses significant resources on workforce acquisitions, management and optimisation, on a company-wide basis.

In addition, members of Ansell management regularly provide people-risk updates to the Executive Leadership Team, as well as the CSR & Risk Committee and Human Resources Committee of the Ansell Board. Freedom of Association and Employee Representation Ansell respects the right to freedom of association and collective bargaining in all its businesses.

have the right to join or form trade unions of their own choosing and to bargaining collectively.

The main element of the policy is that the workers’ representatives are not discriminated against and have access to carry out their representative functions in the workplace.

All matters relating to wages, benefits, grievances, health and safety issues take place through effective management and worker dialogue.

can give feedback through worker surveys and a confidential compliance hotline, in addition to through the regular direct management and human resources channels.

Ansell has a zero-recruitment fee policy, meaning Ansell does not require any of its employees (including foreign workers) to pay any recruitment fees or other related fees for their employment.

These include implementing a new Foreign Workers Recruitment Policy, enhanced training on modern slavery and conducting worker interviews and self-assessments.

We evaluate our compliance to regulatory requirements as well as to our own policies and procedures.

strong emphasis on safety products, safety culture, safety expertise and continuous improvement.

on Ansell’s Core Standards for Safety and Risk Management.

Using the mobile phone app minimises safety risks to employees and is a critical component for the effective provision of duty of care, enabling Ansell to manage travel itineraries, provide awareness of security threats, and ensure the most appropriate mitigation and response strategies.

If an incident is triggered, or if a threat is perceived, users have several response options, depending on the level of crisis, as well as access to local emergency numbers and the ability to check in with Ansell employees from their current location.

Engaged, motived employees lead to overall company growth in the form of higher retention and lower turnover; higher productivity; increased profitability; lower absenteeism, and increased employee loyalty.

Over the last several years, using employee responses from our global surveys to steer our course, Ansell has made significant improvement in learning and development, performance management, and enabling infrastructure.

This is all in addition to constantly reviewing the core compensation packages for the workforce, together with their key terms and conditions, including catering and rest facilities, health insurance and other key employee benefits to ensure our workforce feels valued and respected.

Turnover status is reviewed monthly by each local management team.

In FYemployees completed 3,800 professional development courses focused on topics including safety, stress management, and desktop skills such as Outlook and Excel.

Employees also completed over quality, compliance and unconscious bias training.

Right: Ansell invests in learning and professional development for its employees.

When the General Assembly adopted the Declaration, it was proclaimed as a ‘common standard of achievement for all peoples and all nations towards which individuals and societies should strive by progressive measures, national and international, to secure their universal and effective recognition and observance’.

it inspired more than constitute an international standard of human rights.

• Established a diverse slate interview practice to minimise the adverse impact of gender dynamics on women’s advancement.

Top right: Ansell donates products to Operation Smile, Doctors Without Borders, Direct Relief, Fundacion Tierra Nueva, International Medical Mission and other humanitarian relief organisations.

Our Perspective Ansell will continue to develop and structure a philanthropy program aligned with its CSR and Sustainability strategy.

our world evolving faster and faster, where new information becomes available and competitive landscapes change overnight, we need to stay grounded with our values and integrity.

moral and ethical standards in all of our corporate activities.

We have adopted a global Code of Conduct consisting of Guiding Principles and Policies on Business Conduct, which aims to strengthen Ansell’s ethical climate and provide guidelines for situations in which ethical issues arise.

Ansell’s Chief Compliance Officer reports to the CSR & Risk Committee annually as to compliance with the Company’s legal, regulatory and ethical compliance policies, procedures and programs, including our Code on Conduct.

of suspected breaches and seek compliance advice, including anonymously to the hotline.

Employees and Directors are periodically required to participate in compliance training programs to ensure that they remain up to date regarding relevant legal and industry developments, as well as our Code of Conduct and ethical practices.

An Ethical Decision Making training pilot program was launched in FYSri Lanka and will be expanded to other manufacturing sites in FY20.

In FYGRI Sustainability Reporting Standards to provide the market with consistent sustainability disclosures and engage with stakeholders on emerging sustainability issues.

Our Perspective Ansell management leads by example to create and promote a workplace environment where ethical principles and business conduct are expected and encouraged behaviours.

We will continue to evaluate related initiatives and adopt new standards as appropriate as we continue to refine our Corporate Social Responsibility and Sustainability framework at Ansell.

Supplier Code of Conduct Culture of Ethical Decision Making In FYDecision-Making Training program, a new training program aimed at raising our plant managers’ awareness of their decisionmaking process from an ethical/moral perspective.

The one-day, interactive, in-person training focuses on real-life, on-the-floor dilemmas and offers participants several options to choose from when making their decision.

our Code of Conduct as well as our corporate strategy and value proposition.

This training aims at enabling our employees to fully appreciate the intrinsic value of a code and to develop the ability to use and apply ethics consistently for better results.

Ansell maintains a global, confidential Compliance Hotline, available in local languages and operated by an independent vendor.

Ansell takes a firm stance against corruption and bribery.