Sustainability Report 2021

Our People MORE THAN DIVERSITY Diversity and inclusion at IGO is more than just the coming together of our diverse backgrounds; it is about building a culture of inclusion and belonging, one where every individual is supported and encouraged to reach their full potential, focusing on increasing cultural awareness, knowledge and communication within the business. We recognise the impact of diversity and inclusion on employee engagement, organisational capability, employee wellbeing, performance and the creation of sustainable shareholder value. Diversity and inclusion ultimately builds a more robust business. Supporting diversity and inclusion is our long-term commitment within IGO. This year, our Annual Engagement Survey was again able to provide us with valuable insight into our progress to date and how our people feel about working for IGO, our achievements and our ability to create a diverse and inclusive culture: • 87% of people surveyed said that IGO has a work environment that is accepting of diverse backgrounds and ways of thinking • 84% of people surveyed said that IGO shows care and concern for their health and wellbeing; and • 88% of people surveyed said that they feel that IGO values diversity (age, gender, ethnicity, language, education qualifications, ideas and perspectives). Gender balance and inclusion At IGO we believe that better gender balance is not only the right thing to do but is also good for business. We know we are ‘Better Together’ – we understand that companies who value and have strong diversity in leadership make better decisions, are more innovative, and have happier and more engaged people. Leading the Way – HESTA 40:40 Vision In FY21, IGO become one of the first ten ASX 200 companies to join the HESTA 40:40 Vision, by pledging to achieve gender balance of 40:40:20 – 40% women, 40% men and 20% any gender – in our executive leadership by 2030. This is an important step to communicate our gender balance goals and for some time, both the IGO Board and ELT have been at a level close to this. IGO is confident of delivering on this pledge to create diverse leadership, targeting the very best people into our leadership roles. Supporting a more inclusive society In FY21, IGO became a sponsor for the Pride Professionals Mentoring Program which will provide more LGBTQA+ professionals in WA with the opportunity to access a high quality personal and professional development program and build their careers in the mining and other sectors. Other key highlights for FY21 include: • a current gender balance of 27%, an increase from 24% in FY20 • awarding 19% of internal promotions to female candidates • achieving an improved gender diversity of FY21 graduates (67% female in FY21 up from 21% in FY20) • achieving a gender balance for our mentoring development program of 35% female • increased focus on communicating diversity goals across the business • strong support for our Paid Parental Leave program, with the majority of participants (76%) being male • high take up of our flexible working arrangements; and 34 —IGO SUSTAINABILITY REPORT 2021