INDEPENDENCE GROUP NL SUSTAINABILITY REPORT 2017

OUR PEOPLE WORKFORCE COMPOSITION AND TURNOVER IGO remains a proud Western Australian employer and as at the end of FY17, our workforce continued to be located mainly at four Western Australian locations: our Corporate Head Office in Perth and our three mine sites: Long Operation in Kambalda; Jaguar Operation, 60km north of Leonora; and our Nova Operation, 120km east of Norseman. The Jaguar Operation and the Nova Operation operate predominantly as fly-in fly-out (FIFO) sites, while the Long Operation combines a majority of residential roles with some FIFO roles. A small number of our team continues to work on our regional exploration projects in Western Australia, Northern Territory and Victoria. At the end of FY17, IGO had a workforce of 445 direct employees and 351 contractors, excluding the Tropicana Gold Mine. This reflected a 27.5% year on year increase in the number of direct employees due to the finalisation of the recruitment program at our Nova Operation and an overall decrease in the annual employee turnover rate to 33% (from 40% in FY16). Further, at the completion of FY17, IGO’s overall workforce was 80% male and 20% female. This result was a slight decrease from FY16 when 21.3% of our workforce was female. This is the direct result of a trade and technical role recruitment campaign undertaken for Nova, which highlighted the universally low female participation rate in such professions. IGO remains firmly committed to diversity in our business. We will continue to identify and encourage greater female representation within our business by actively encouraging female graduates and apprentices to join our business, as well as several other new diversity initiatives in FY18. In FY17, IGO also conducted our fourth Workplace Gender Equality Report, which is available for viewing on our website www.igo.com.au . BUILDING A STRONG CULTURE At IGO, we believe it is the people in an organisation that make it strong. The creation of a commonly shared culture provides IGO with a clear and consistent vision to pursue our Strategic Plan and achieve our Purpose. We want our people to share a common purpose and a connection established through a common set of values. We call this ‘The IGO Way’. ‘The IGO Way’ is about encouraging and promoting behaviour among our people that is driven by our shared values while supporting a work environment that is both diverse and inclusive. We want this shared connection to be present with our people no matter where they work – at any of our three operations, in our Exploration, New Business or Corporate teams – or working from home or in another part of the world. ‘The IGO Way’ creates a platform that supports growth and performance. Consciously building this culture has been a focus for the organisation in FY17 and has involved a culture mapping exercise enabling the creation of a plan that defines IGO’s pathway to the development of a shared cultural understanding amongst our people. Reflecting our efforts in building a constructive and open workplace culture, encouraging positive, two-way communication, no time was lost due to industrial issues involving an IGO employee in FY17. THE IGO WAY CREATES A PLATFORM THAT SUPPORTS GROWTH AND PERFORMANCE 58 — IGO SUSTAINABILITY REPORT 2017