IGO Interactive Annual Report 2019

• 88% said that they had the flexibility to choose how to best complete their work (14% better than 2018); • 84% said that at work, their ideas and opinions count (22% better than 2018); and • 80% said they had the right tools and technology to do their job (23% better than 2018). We believe that our efforts and continued focus in this area are making a difference to the connection that our employees have to our business and our strategic objectives and is a key aspect in making IGO a great place to work. DIVERSITY AND INCLUSION IGO recognises the value of diversity and inclusion and the impact this has on the working environment, organisational capability, performance and the creation of sustainable shareholder value. We strive to apply fair and equitable employment practices and provide a working environment that encourages all employees to reach their full potential. Diversity is also important to ensure that IGO is representative of the communities in which we live and work. We value the diverse backgrounds, skills, talents and perspectives of our people. Achieving a diverse and inclusive community is a journey. In FY19, the difference that we are making and our achievements to date are evident from what our people told us: • 90% of people surveyed in our engagement survey said that IGO has a work environment that is accepting of diverse backgrounds and ways of thinking; and • 93% of people surveyed said that they feel that IGO values diversity (age, gender, ethnicity, language, education qualifications, ideas and perspectives). Gender Balance IGO actively supports improvements to the industry’s gender ratio by seeking to find innovative ways to attract and retain female representation into both the mining industry and our business. In FY19, the Company has made continued progress in the implementation of initiatives designed to improve the diversity and inclusion of succession planning and retention. Key highlights for FY19 include: • the award of 27% of internal promotions to female candidates, along with 60% of manager promotions to female candidates; • achievement of an improved gender diversity balance for new graduates recruited for FY20 of which 38.5% were female; • successful school holiday care trial program for employees with young children in the Perth office; • a positive response to our newly implemented Paid Parental Leave Standard which had 7 participants in FY19, the majority (85%) of whom were male; • release of our Flexible Work Standard and expanded flexible working options in the Perth office and explored opportunities for further roll out on remote sites; and • achievement of a 21% improvement on diversity and inclusion question ratings in the annual engagement survey. In spite of the many challenges to achieving a year-on- year improvement to female representation across the business, in FY19, the Company has maintained a gender balance that is better than many mining industry employers, largely due to recruitment campaigns into traditionally male dominated roles (Exploration and Processing). Our latest Gender Equality Report for FY19, lodged with the Workplace Gender Equality Agency, successfully achieved a notice of compliance for the seventh year in a row. This report can be found on our website (www.igo.com.au ) and you are welcome to comment on the report by emailing igofurther@igo. com.au FEMALE REPRESENTATION FY18 FY19 Board 14% 14% Senior Executive roles* 14.3% 33.1% All management and professional roles 28.5% 24.5% Total workforce 31% 25% OUR PEOPLE CONT. IGO graduates at work at Nova. 12 — IGO ANNUAL REPORT 2019