Diversity and Equal Employment Opportunity Policy. Independence Group NL

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1 Diversity and Equal Employment Opportunity Policy Independence Group NL

2 1. PURPOSE AND SCOPE Independence Group NL (IGO) values diversity in all aspects of its business and is committed, at all levels within the business, to creating a working environment that recognises and utilises the contribution of all of its employees. IGO recognises that diversity helps create sustainable shareholder value, provides a more dynamic and enjoyable work environment, and will create new opportunities for IGO. The purpose of this Diversity and Equal Employment Opportunity Policy (Policy) is to set out the commitment by IGO to actively seek to maintain a diverse workforce to create a workplace that is fair and inclusive, applies fair and equitable employment practices and provides a working environment that will allow all employees to reach their full potential. This Policy applies to all IGO employees, contractors and stakeholders. Each person has an obligation to support and respect equality, workplace diversity and ethical practices in their workplace. 2. ACCOUNTABILITY AND RESPONSIBILITY The board of directors (Board) assisted by Management, is responsible for devising and implementing strategies and initiatives to ensure that this Policy is operated in a successful manner. This includes monitoring diversity at all levels of the organisation and setting measurable objectives for promoting diversity within IGO. The Board will review on an annual basis the measurable objectives for promoting diversity within IGO and assess the progress towards the achievement of these objectives. 3. HOW IGO SUPPORTS DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY IGO believes it is important to its success that it is able to attract, retain and motivate employees from the widest possible pool of available talent. IGO will actively ensure diversity and equal employment opportunity in relation to: Gender Marital Status Sexual orientation Gender orientation Age Ethnic/Race/Cultural background Religious or political opinions 2

3 Family responsibilities Disability Any other group In order to have a properly functioning diverse workplace, discrimination, harassment, vilification and victimisation will not be tolerated. To support diversity and equal employment opportunity in the recruitment of all employees including senior management and the Board, IGO will seek to recruit and select from a diverse pool of qualified candidates identifying and eliminating areas of conscious or unconscious biases that might discriminate against certain candidates. In addition, it is the intention of IGO that all matters related to employment and career development will be free from discriminatory practices by ensuring that selection for jobs and career progression is determined by personal merit, competency, qualifications and ability to effectively perform the role. IGO will support diversity by implementing companywide initiatives to promote and support diversity. Specific initiatives for promoting diversity are set out in Appendix 1 to this Policy and will be reported annually in IGO s Annual Report. Directors and employees are responsible for maintaining this Policy and have a responsibility to report breaches of the Policy to executive management or an appropriate Board member. 4. POLICY REVIEW The Policy will be reviewed annually by the Board to ensure: it remains consistent with the Board s commitment towards seeking to maintain a diverse workforce which is free from discriminatory practices; and the Policy is updated as required. 5. WHO TO CONTACT Employees who have any questions, concerns or feedback about this Policy should contact the Company Secretary Approved: 30 June 2014 Amended: March

4 APPENDIX 1 CURRENT INITIATIVES TO PROMOTE AND SUPPORT DIVERSITY Criteria and procedures IGO has set various criteria and procedures with the aim of ensuring: Fair and comparable wages, hours and benefits; Recruitment and retention campaigns that includes all groups; There is no discrimination based on marital, parental or reproductive status; No gender or other bias when considering senior executive and Board positions; and Provide an effective grievance resolution mechanism for employees in the case of harassment and bullying in the workplace. Procedures: IGO will ensure that all staff are aware of IGO s Code of Conduct (the Code) and ensure that any individual who does not adhere to the Code is dealt with appropriately by executive management. Appropriate action may include counselling, disciplinary action or termination of employment. IGO will ensure that there is no discrimination in the workplace. There should be no direct or indirect discrimination against any individual in the workplace, including in matters such as remuneration or opportunities for advancement. IGO is also committed to fair hiring and recruitment practices, to ensure that all candidates are given equal opportunity to be considered for all positions for which they are suitably experienced or qualified. Initiatives to promote and support diversity 1. Ensure Fair Pay and Other Benefits All employees and directors are to act honestly and without bias when setting the remuneration levels of employees and directors. All employees and directors are required to ensure that remuneration and other benefits granted to employees and directors are fair and equitable. IGO will periodically undertake gender pay equity audits to gain an insight into the effectiveness of IGO diversity strategies. IGO recognises that employees (both female and male) at all levels of the organisation have family responsibilities. IGO will, where possible, adopt flexible work practices that will assist employees to meet their family responsibilities. 2. Recruitment, Promotion and Retention IGO will strive to ensure that all persons with appropriate experience and qualifications are considered equally when recruiting new employees or directors. 4

5 IGO will not give preference to a particular gender or group for a position and will ensure that all applicants regardless of gender or group with appropriate experience and qualifications are considered equally in the recruitment and selection process. Wherever possible, IGO will ensure that at least one woman is included in making every recruitment decision relating to senior positions within IGO. IGO will ensure that all persons with appropriate experience and qualifications are considered equally when promotion or advancement opportunities for staff or directors arise. IGO will not give preference to a particular gender or group and will ensure that all persons with appropriate experience and qualifications are considered equally when there is an opportunity for promotion or advancement within IGO. 3. No Person is to Discriminate IGO will ensure that all staff are treated with respect and that no person is discriminated against because of their race, gender or any other characteristic. All employees and directors must adhere to IGO s Code of Conduct and strive to ensure that no discrimination, bullying or sexual harassment is tolerated within the workplace. It is the responsibility of all employees and directors to report any such behaviour to IGO so that the appropriate action can be taken. 4. Measurement Criteria In order to encourage diversity within the organization, IGO sets out the following measurement criteria:- Percentage of women employed within the entire Company; Percentage of women employed in senior positions; Percentage of women on the Board; and Benchmark IGO s position against its peers on diversity. IGO will report on these measurement criteria on an annual basis in the corporate governance section of the annual report. IGO will also report on the measurement criteria set by the Workplace Gender Diversity Agency on an annual basis. IGO will establish measurable objectives for achieving improvement in the diversity mix of the workforce and in particular gender diversity. An annual assessment of progress towards achieving the measurable objectives will be reported upon, and the annual review of the measurable objectives will be made by the Board. 5. Board Composition IGO will not discriminate against any group, including females, when considering the nomination of new directors. The Nomination Committee is responsible to the Board for ensuring IGO does not discriminate when considering the nomination of new directors. The Nomination 5

6 Committee will ensure that Board performance reviews include consideration of diversity criteria as well as skills. The Board has also introduced various Policies and Charters which are designed to foster ethical and professional conduct such as the Code of Conduct, the Board Charter and the Nomination Committee Charter. 5. Key Performance Indicators IGO will introduce key performance indicators for senior management to measure the achievement of its diversity strategies and will link part of senior management s remuneration (either directly or as part of a balanced scorecard approach) to the achievement of its diversity strategies. 6

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