Sustainability Report 2021

Safety & Wellbeing Health and Wellbeing education and support initiatives were provided in FY21 including health screenings, assessments and health presentations for employees, FluVax vaccination program, a Stop Smoking educational program and regular exercise, gym and dietary guidance programs. The proactive early intervention injury management program includes employee-led stretches at pre-starts, and at Nova we have an onsite exercise physiologist who provides specialist assistance and education in injury prevention and recovery. Mental Wellbeing Mental wellbeing continues to be an integral component of our Health and Wellbeing programs. As in FY20, this past year was significantly affected by pandemic disruptions to our personal and working lives. During the year we incorporated our IGO Mental Health and Wellbeing Framework into our Health and Wellbeing programs for FIFO and Perth- based employees, and continued to develop our organisational and personal resilience through social engagement activities and targeted mental health education and support initiatives. Our Employee Assistance Provider (EAP) is actively engaged and provides our people with support for themselves and their families, and distributes monthly online mental health presentations on relevant topics which are accessible via the app. At Nova, our EAP provide bimonthly ‘Psych on Site’ sessions for people working onsite. This year, we increased our mental health focus to include first aid and acute mental health training for our corporate office, as well as continuing with our mental health training for supervisors and employees across all business areas. We participated in several mental health events, including R U Okay? Day, Movember and the Push-Up Challenge, to raise awareness and encourage social engagement amongst our workforce. We provide opportunities for our people to engage and have fun outside the workplace through our active Nova and Corporate social clubs, as well as provide employees with the opportunity to engage with the community through our volunteering and Company supported community events. Sexual Harassment IGO is committed to providing a safe place of work for our people free of sexual harassment. We do not accept any form of sexual harassment within our workplace, and do not support people who discriminate, harass or bully other colleagues or members of the public on the grounds of sex, sexuality or gender status. Over the past five years, IGO have undergone a significant journey developing a strong and inclusive culture where poor behaviours are not tolerated. Our people know that they will be supported by the leaders in our business in calling out unacceptable practices, including sexual harassment. In light of the recent focus on sexual harassment in the mining and resources industry, IGO has reviewed our internal practices, including our policies and harassment training modules, that support our strong culture in combating sexual harassment within the industry. We have also turned our attention to strengthening these practices across the entire workforce to capture our contractors and other third parties. Financial Wellbeing At IGO, we recognise that our ability to understand and manage our financial affairs and assist our family is important to our sense of wellbeing. This year we have embarked on a deliberate focus of improving the knowledge and skills of our workforce with the following first steps and initiatives: • providing superannuation information sessions and educational campaigns; and • running lunch and learn information sessions on salary sacrifice and IGO share ownership. In FY22, our aim is to offer greater access to a broader range of financial wellbeing programs through partner organisations. Nova Operation underground box cut 42 —IGO SUSTAINABILITY REPORT 2021