Bold, passionate, fearless and fun IGO SUSTAINABILITY REPORT 2022— 37 Our People Our people are central to how we deliver our strategy, and our strong sustainability culture exists because our people are aligned with our strategy, understand our plans and help us to integrate sustainability into decision making processes at every level of the business. At its core, IGO’s unique culture has a strong embedded purpose and values and is an important part of our business which sets us apart from our industry peers. Our people are our difference, and we continue to work together to inspire, empower and respect each other to ensure our purpose of Making a Difference is achieved. Engagement In FY22, we conducted our sixth annual Engagement Survey where employees are empowered to provide feedback to shape the way we work. This year’s response rate was 82% (79% in FY21) with an overall employee engagement score of 81% (67% in FY21) based on a new method of assessment in FY22.3 This new measure of engagement will be used to measure employee engagement scores in this and future surveys. We are proud of the survey results and of the number of IGO people who willingly contribute to the feedback process each year. The results tell us that: • pride in IGO has increased – 89% of our people are proud to work for IGO, a slight increase from FY21 • motivation has improved – 77% of our people are motivated to go the ‘extra mile,’ a positive increase from FY21; and • work-life balance is focused on individual requirements – 83% of our people are comfortable with their work-life balance, a positive increase from FY21. Each year we use the results we obtain to conduct deeper investigations into understanding specific feedback and incorporate this into our annual culturing plans. This year we saw an improvement in our focus areas for FY22 and in FY23, our programs of work include the need to: • continue to attract and retain great talent • continue to build our culture of recognition and support, including constructive performance management and feedback across the business; and • continue to review and improve our employee reward and recognition programs. This year we saw a significant change in the way our people described our culture with employees now telling us our culture is friendly, progressive and ambitious, which reflects the working environment that we have created, and our clear, strategic focus communicated through updates across the business. An important element to overall engagement is the strong connection of employees and their understanding of their contribution to the achievement of our results throughout the year. Diversity and Inclusion One of the key elements of our unique IGO culture is the way in which we recognise and celebrate difference, and how we empower, support and respect each other. In a competitive talent market, our focus on building an equal, diverse and inclusive workplace is a core component to IGO’s ability to retain our talented people and achieve our winning aspiration. Creating a more diverse organisation is also important to ensure that IGO is representative of the communities in which we live and work, and that we value and include these diverse backgrounds, skills, talents and perspectives for the benefit of our business, people and the community. At a Glance of Paid Parental Leave participants are male 81% Our overall employee engagement score (+6% on benchmark1)3 89% 89% of our people said IGO has a work environment accepting of diverse backgrounds of our people said they were proud to work for IGO (+2% on benchmark1) 74% of our overall workforce are female, with a significant improvement across all disciplines2 29% 1. Benchmarked against a group of industry peers, provided by Feedback Works. 2. Combined overall female workforce (including Western Areas) for FY22 was 24% from 20 June 2022. 3. The legacy like for like measure was 74% in FY22 (67% in FY21). A key driver in our sustainability journey is our people. Our people at the South Perth office
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