2021 Annual Report

Our purpose and values set us apart from our industry peers, providing a positive difference shared by the people that work across our operations and projects. We proactively prevent harm by providing a safe place of work, safe systems of work and by promoting a culture of care and wellbeing. Safety & Wellbeing Our People With our people as our key resource, our first responsibility is to keep our people safe, and we have continued to work on improving our safety performance in FY21. There is always more to do, but key lead and lag indicators have demonstrated improvement in FY21. TRIFR was down 22% on FY20 and the results from our Annual Engagement Survey indicate our people’s strong engagement and alignment with our safety values and processes. In FY21, we engaged an Australian independent consultancy to co-create a robust business safety and wellbeing strategy and enhance our Safety Programs of Work to further refine our safety philosophy. IGO’s annual Employee Engagement Survey allows us to gain feedback and insights on our safety and wellbeing culture. Of the 17 safety related questions in the survey this year, all were rated either equal to FY20 responses or better, indicating our people’s strong engagement and alignment with our safety values and processes. Our Health and Wellbeing Program is based on three fundamental pillars: • supporting our people’s physical health and wellbeing • supporting our people’s mental and psychological health and wellbeing; and • supporting our people’s knowledge and capabilities in financial health and wellbeing. In FY22, our aim is to strengthen our Health and Wellbeing Program in offering greater access to a broader range of programs through partner organisations. Fundamentally, the success of our business is driven by our people who create our unique organisational culture, which is an important reason why our employees choose to work for us. Building the strength of our culture year-on-year is vital to our success and important to us all. KEY HIGHLIGHTS FOR FY21: • Stable overall engagement score of 67% (69% in FY20) • Strong progress on our gender diversity programs • The launch of the IGO Practical MBA • Strong participation in the IGO Mentoring Program • IGO became one of the first ten ASX 200 companies to join the HESTA 40:40 Vision, pledging to achieve gender balance of 40:40:20 in executive leadership by 2030 • 95% learning and development plans completed in FY21 with a total spend of A$880k • Stable turnover of 13% despite an increasingly tight labour market. of our people said IGO has a work environment accepting of diverse backgrounds 87% decrease in IGO’s Total Reportable Injury Frequency Rate (TRIFR) from 16.9 in FY20 to 13.2 in FY21 22% Serious Potential Incidents (SPI), down from 2 in FY20 1 ( 2) of people said they are proud to work for IGO 88% 83% of our people feel IGO is doing enough to limit potential safety incidents FEMALE REPRESENTATION FY21 FY20 Board 37.5% 29% Senior Executive roles 37.5% 33% Total workforce 27% 24% 27% of our overall workforce are female, with a significant improvement across all disciplines at our Nova Operation ( 3%vsFY20) IGO ANNUAL REPORT 2021— 29