IGO Sustainability Report

61 / 92

Sustainability Report 2015 59
also recognise the effect of unconscious bias on hiring
decisions, promotions and organisational diversity, and we
work with IGO’s leaders through the recruitment process
to ensure that these issues are identified and challenged.
Like many companies in the resources sector, we have a
gender imbalanced workforce. At IGO our workforce is
83% male and 17% female. One of our key challenges for
the coming year is to increase the number of women in
leadership positions and also in technical and operating
roles. We aim to increase our focus on succession
planning, continue improving the diversity in our talent
pipelines to encourage a diverse group towards leadership
positions, and develop and retain senior women.
Another key objective is to introduce KPIs for senior
management to measure the achievement of our
diversity strategies. These KPIs will link part of senior
management’s remuneration (either directly or as part of
a ‘balanced scorecard’ approach) to the achievement of
our diversity objectives.
IGO WORKFORCE, PROFILE AND TURNOVER
The majority of our workforce is located in Western
Australia and are mainly based at three locations –
our Corporate Head Office in Perth and our sites at
Kambalda and north of Leonora. The Jaguar Operation
and the Tropicana Gold Mine operate exclusively as FIFO
sites, while the Long Operation combines a majority of
residential roles with some FIFO roles.
At present IGO has a workforce of 434 people.
Staff Contractors Total
Corporate 42 4 46
Exploration 42 3 45
Jaguar Operation 163 54 217
Long Operation 119 7 126
366 68 434
As in any year, employee numbers change over the
course of the year through resignations, redundancies
and the effect of our strategy of growth. Overall this year
we saw a small decrease in direct employee numbers
of 2% and finished the FY2015 year with 366 employees
and 68 contractors (these numbers exclude the Tropicana
Gold Mine). To this end our annual employee turnover rate
has increased in FY2015 to 27.6% (from 25% in FY2014),
which was contributed to by an increase in both voluntary
(44% up from 32.6% in FY2014) and involuntary turnover
(55.34% up from 53.3% in FY2014). One of our key
objectives for FY2016 is to investigate the reasons behind
our current turnover rates and action strategies to drive a
reduction of employee turnover.
It is noteworthy to contrast IGO’s employee numbers with
that of the entire Western Australia mining industry.
Company
Numbers
Employee Numbers
(average figures
for 2013/14)
Large Mining
(200+ employees)
50 Mining: 97,795
Mineral
Exploration: 2,375
Small to Medium Mining
(1 to 200 employees)
1,120
(For further information refer to .
A WA School of Mines graduate (BEng Minerals
Engineering) with over 20 years’ experience in the
mining industry in both technical and production
roles. Melinda’s responsibilities include personnel
management and development, production
planning, maintenance, operational excellence and
process optimisation.
“My role provides me with a mix of people,
safety and production challenges. Each day
dawns with new improvement opportunities,
the need to evaluate priorities while keeping
focused on our goals.”
Melinda Robertson
Concentrator Manager
Jaguar Operation
SOCIAL IMPACT