IGO SUSTAINABILITY REPORT 2022— 41 40 —IGO SUSTAINABILITY REPORT 2022 Our People Case Study: Supporting our people in their parenting journey IGO’s Project Geologist Ben Webster always intended on having kids but had concerns around how he would be able to best support his family and address the demands of parenthood whilst balancing a career, especially one that required frequent travel away from home. Ben said the opportunity to take parental leave gave him quality time to grow his relationship with his daughter, help support his wife’s career pursuits and provide him the opportunity to be exposed to the full spectrum of parenting. This provided him with a valuable foundation from which he could grow into his new role as a father. “My wife and I were both very grateful for the opportunity for me to take up the primary caregiver leave within the first 12 months of our daughter being born. In our situation, it allowed my wife to return to her career sooner than she otherwise would have been able to and it gave me valuable one-on-one time with my daughter and enabled me to enjoy the whole spectrum of experiences that parenting delivers. Not only has it given me a great foundation for the relationship between my daughter and I, it has also given me a greater understanding of the daily parenting routine and responsibilities,” Ben said. Ben recounts that the moments he looks most fondly on were the activities that formed part of his new daily routine with his daughter. “Some of the best memories I have from my parental leave are the simple everyday activities, such as walking the dog in the morning with bub in the pram and getting coffee. These daily walks gave us plenty of one-on-one time outside and it opened my eyes up to how quickly Ella was growing! “What started out as quiet naps on day one ended with loud-incoherent conversations between us and waving to people on the street. These regular activities really gave me an important insight into Ella’s growth, development, and her cheeky personality which I would not have had without the parental leave from IGO.” At IGO, we are proud of the Parental Leave policy we offer our people to ensure they are happy and supported during their parenting journey. The availability of paid parental leave for both men and women is really important and the increasing number of men at IGO taking parental leave helps them relate to women in the workplace and provides their partners the opportunity to get back into the workforce. Our policy provides 16 weeks paid parental leave with superannuation to the primary care giver, regardless of gender, as well as leave options for the secondary carer. This rewarding and fulfilling opportunity was one that Ben looks back on as one of the highlights of his career with IGO. Whilst Ben appreciates that everyone’s situation is unique, he encourages others to take advantage of the benefits offered by the parental leave policy where possible. in the recruitment of talented employees. We have seen continued strong responses to our recruitment campaigns with high quality talent attracted to IGO and our employee value proposition. We are proud to offer a range of benefits to our people and their families, and we regularly review these benefits to ensure we continue to attract and retain the best people. One important way of doing this is through our Engagement Survey and follow up workshops. Through this Engagement Survey, our people told us that having private health insurance was important to their health and wellbeing. In FY22, we introduced a private health insurance reimbursement which provided eligible employees with up to $5,000 to cover the costs of their current health insurance. Later in the year we launched the IGO Medibank Health Insurance plan, a fully subsidised corporate insurance plan which provides eligible employees, and their families bespoke private health insurance. We also recognise that our current employees play an important role in attracting candidates to join our teams. Our people have significant professional networks across a broad range of sectors and are well placed to recommend potential candidates that have the right skills and cultural fit for IGO. To reward their efforts, we offer a referral incentive for employees after a successful candidate is recruited following their recommendation. This year, IGO was ranked fourth in the Agriculture, Mining and Utilities category in the 2022 AFR BOSS Best Places to Work list. This is wonderful recognition and a direct result of the many years we have spent building our culture with our people, a culture that we continue to co-create. While the much-publicised Great Resignation trend of the past year continues, IGO has kept turnover stable, with the trend providing us with an opportunity to recruit talented people into our vacancies who are seeking an organisation with a purpose and culture that aligns with their own. We know that as a result of the changes in the local and global environments people are looking for more than a job – they are looking for opportunities to add value to their community and to be part of a winning and inclusive team that is Making a Difference to the future while offering them flexible and balanced career opportunities. In FY22, IGO continued support of the following: • two co-sponsored WA Mining Club scholarships, for Geology and Indigenous students, with mentoring and vacation work for these students. In FY23, we will also include a Mining Engineering scholarship • Women in Mining WA mentoring program participation and networking events, including the annual two-day Summit • participation with various professional associations including AusIMM, AMEC and the WA Mining Club Young Professionals • support for tertiary and vocational institutions including the Western Australian School of Mines (WASM), Curtin University, University of Western Australia, TAFE Western Australia and some primary and secondary schools in our catchment areas (including a work experience program at our Nova Operation for year 10 Esperance Senior High School students); and • partnering with the CoRE Learning Foundation to provide Graduates and students with meaningful career development through handson learning. Ethics, Integrity and Positive Behaviours Bullying and Discrimination At IGO we believe that harassment, bullying and discrimination is counter to a safe and caring workplace culture. We acknowledge the need for broader industry change in the behaviours that are accepted as psychologically safe, and we have taken steps to prevent it from occurring within our workforce and provide comprehensive support mechanisms to respond quickly if it does occur. In FY22, we updated our Speak Up online disclosure platform and related Standard to provide our people with an enhanced alternative for them we had 23 pairs participate in the program and will broaden this to include employees from our new operations in FY23 • Practical MBA/Post Graduate Program - a distinguishing feature of our culture of attracting, developing and retaining talent. Our 2022 recipient has commenced study at Cambridge University in a Masters in Sustainability Leadership and will continue to work in the business in roles that support this study into 2023 • LinkedIn Learning – a new online learning resource available to all employees giving them the ability to access quality learning and development courses anytime and anywhere via the LinkedIn platform. In a workforce that works flexibility and remotely it is pleasing to note that over 48% of IGO employees have embraced the program in its first year • Graduate Program – the 2022 Graduate Program had eight Graduates join the program across multiple disciplines. The program gives graduates real on the job responsibilities, a structured, bespoke program, the opportunity to work on different projects and be mentored by experts in their field; and • Vacation Program – throughout the year we welcomed 11 vacation students into our 12-week Vacation Program in various disciplines across the business. Our Recruitment Strategy We understand that competition for the talented people required to drive our strategic plans is high, and we have utilised a range of strategies to address the tightening labour market and attract new talent. Our central recruitment model, focused on the talent and succession planning required across the business, has proven a key competitive advantage FY22 FY21 Women represented in total workforce1 29%2 27% Women represented in IGO senior executive 43% 37.5% Women represented in IGO Board 43% 37.5% Women represented in graduate intake 38% 33% Full-time Aboriginal employees 5% 3% 1. Figure includes IGO direct employees only. 2. The combined female workforce (including Western Areas) for FY22 was 24%. IGOWorkforce Diversity
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