IGO Interactive Annual Report 2018

However, we aspire to really make a difference to the engagement and connection that our people have with each other so there is always room for improvement and still much to be done. In FY19, we will complete additional programs of work on employee reward and recognition; talent and staffing, performance management processes and the continued promotion of internal career opportunities. A shared purpose In FY18 we began a program of work, through consultative focus groups from a cross section of roles and levels in the business, to collectively discover and create our shared purpose. We want to make a difference to the satisfaction and connection that our employees derive from their work and what we collectively achieve as a team in the communities in which we work. While strategy directs our path, our shared purpose explains our fundamental reason for being and doing the work we do. It is what links all of us to each other, to our customers and to the communities where we work and live. In FY19, our purpose will be reflected in our internal communications and programs as well as in our external marketing because we know that connected, purpose-driven people build value through engagement in a common reason for being. Employees as owners We believe all employees should have the opportunity to be owners of the IGO business and share in the collective wealth that we create for our shareholders. Further to our other programs that build employee share ownership reported in previous years, in FY18 IGO rolled out a program to provide IGO employees with the opportunity to salary sacrifice up to $5,000 of their pre- tax income for the purchase of IGO shares along with a 1 for 2 matching contribution up to an additional $2,500 worth of IGO shares by the Company. We believe that this program will fundamentally make a difference to the connection that our employees have to the business and the achievement of our strategic objectives. Fitness for life At IGO we believe that wellness is more than just being ‘fit for work’. In FY18 we expanded our wellness program across the business to include; proactive health monitoring to identify early indicators and intervention for chronic illness, skin cancer prevention, sleep awareness, ergonomic reviews of work stations, fitness challenges, flu vaccinations, anti-smoking campaigns and injury prevention through pre-work warmups. Employee feedback has been extremely positive and our preventative focus has become a valued component of our extended employee value proposition. DIVERSITY IGO is committed to equality across our business and promoting an inclusive and diverse workforce. We strive to apply fair and equitable employment practices and provide a working environment that encourages all employees to reach their full potential. We recognise the value of diversity and the impact it has on our business culture and performance, ensuring we have the capabilities to grow and continue to deliver sustainable shareholder value. Diversity is no longer seen as a gender issue or a ‘nice to have’, but rather a ‘must have’ to maximise competitiveness, productivity, organisational culture and job satisfaction. IGO actively supports improvements to the industry’s gender ratio by finding innovative ways to attract and retain increased female representation into mining and within our business. In FY18, IGO achieved improved diversity metrics, including a year-end gender ratio improvement with 31% of our total workforce now female, which is above the industry average. Our leadership teams have also been strengthened with 28% of senior managerial positions held by females. IGO ANNUAL REPORT 2018— 07