1. Starting the CSR Journey Liz Leverett Group Human Resources & Acquisitions Manager The Guild Group

2. Guild's Three Pronged Approach Align Senior Leaders with the strategy Engage employees with the organisational direction Track Performance

3. FEBRUARY:'Link' Employee Climate Survey OCTOBER - MARCH:Strategic Plan APRIL:'Link' Findings MAY:Business Plan JUNE/JULY:Appraisals – no ratings Key Result Areas agreed SEPTEMBER:Accounts signed Incentive payments made Planning & Reward Systems

6. 6 Performance Management Centre Line: TP-ISR ANN (N=152,312) Reaction to the Survey Communication Leadership & Direction Equal Opportunity Values Training & Learning Job Security Employee Involvement Career Development Customer Centricity Organisational Change & Growth The Group’s Image & Competitive Position Working Relationships Job Satisfaction Employee Engagement Team Leadership Remuneration & Benefits Work Organisation & Efficiency Quality Centre Line: TP-ISR GHPN (N=143,185) Board Leadership N/A N/A Insufficient data for category average Shaded bars indicate a statistically significant difference Annual 'Link' Survey

7. Centre Line: ISR’s GHPN (N=149,193) N/A Centre Line: ISR’S ANN (N=139,327) Shaded bars indicate a statistically significant difference N/A Insufficient data for category average N/A Leadership & Direction Reaction to the Survey Board Leadership Communication Values Job Security Equal Opportunity Training & Learning Career Development Customer Centricity Employee Involvement The Group’s Image & Competitive Position Performance Management Remuneration & Benefits Employee Engagement Job Satisfaction Quality Work Organisation & Efficiency Working Relationships Team Leadership Centre Line: ISR’s AFSN (N=39,976) N/A Organisational Change N/A Guild Continues to Outperform Local, Industry and Global High Performance Norms in 2007 N/A

8. I believe strongly in the goals and objectives of the Group 95% I fully support the values for which the Group stands 98% Management decisions are consistent with the values 91% Regarding the Group core values, I believe the values are clear 98% LINK 2008

9. People Management Award Recognition AHRI Excellence in People Mgt 2004 (VIC) AHRI Excellence in People Mgt 2004 (VIC) AHRI Excellence in People Mgt 2004 (National Winner) AHRI Excellence in People Mgt 2004 (National Winner) AHRI Excellence in People Mgt 2005 (VIC) AHRI Excellence in People Mgt 2005 (VIC) Finalist HR Mgt Employer of Choice 2005 (<500 employees) Finalist HR Mgt Employer of Choice 2005 (<500 employees) AHRI Excellence in People Mgt 2006 (VIC) AHRI Excellence in People Mgt 2006 (VIC) AHRI Excellence in People Mgt 2006 (National Winner) AHRI Excellence in People Mgt 2006 (National Winner) AHRI Excellence in People Mgt 2007 (VIC)AHRI Excellence in People Mgt 2007 (VIC) AHRI Excellence in People Mgt 2007 (National Winner)AHRI Excellence in People Mgt 2007 (National Winner)

10. 74% of employees rated the Group good or very good at being a 'socially responsible organisation in the community’ this was a decrease of 4% from our 2007 results. 76% of employees rated the Group as good or very good at being an ‘environmentally responsible company’. We wanted to aim to be leaders in this space and we are always looking at ways we can improve upon such results year upon year. What was our benchmark?

11. Equal Opportunity Safe and Enjoyable working environment Flexible working arrangements Healthy workplace and lifestyle Environmental and social practice Employee Wellbeing

12. Where did we begin? - Carbon Emission Audit - Partnership with Carbonetix - Donations - Small Activities/Support (eg. Earth Hour) - Mobile Recycling Bins - Superannuation Tree Planting initiative - Pro-bono legal services - Printing and photocopying - Future emissions reporting - MAD team Program launched in August 2008 'Making a Difference' (MAD) Program

13. People liked to be asked! People are very passionate about certain causes You wont please everybody all of the time Volunteer Leave – not all it's cracked up to be Offsetting 'guilt' or emissions? Requires buy-in from senior leaders Continuous reporting Engage staff in the development of the program Genuine engagement Lessons Learnt along the journey so far

14. Currently reporting quarterly to staff and Board MAD month Communication Team – Environmental and Social focus Guild points system Where to from here for us?