IGO SUSTAINABILITY REPORT 2022— 43 42 —IGO SUSTAINABILITY REPORT 2022 Our People Case Study: Career Opportunities with the Ngadju Traineeship Program Ashley Taylor started in our Ngadju Traineeship Program in FY22 and has now completed six months of his twoyear traineeship. The program aims to increase the employment opportunities with the Traditional Owners connected to the land near the Nova Operation. Trainees are supported by a network of Aboriginal mentors across site to share their experiences while promoting cultural understanding within the workplace and personal wellbeing. “My cousin Josh Taylor told me about the Ngadju Traineeship Program, and it sounded like a good opportunity. I liked the idea of being able to work with my family while learning, as well as the Ngadju specific element of creating opportunities for Ngadju people,” Ashley recalled. Ashley became the third member of his extended family to become part of the IGO team and joins his cousin Josh Taylor and Uncle Garth Taylor at the Nova Operation. Trainees are provided with the opportunity to rotate through different areas of their choice within IGO in the first 12 months of the program before choosing their area of interest in the second year of the program. “My first rotation was as a Trainee Processing Technician. I was excited to work with my Uncle Garth, Process Technician, and I found this a good starting point as I already had an idea about what the role involved from my previous traineeship in Kalgoorlie. “My second rotation commenced in April as a Trainee Paste Plant Operator, and I am excited this time to work with my cousin, Josh Taylor. My third rotation will be as an Exploration Field Assistant, which I am also looking forward to.” Ashley said the rotations have given him the chance to meet different people and gain different perspectives. “The support and information about the traineeship program has been fantastic. I have found the people at Nova are friendly and always happy to say hi, and it is nice to feel welcomed.” Supporting Positive Behaviours While our purpose explains our fundamental reason for being, our values speak to how we do the work and how we work with each other and all of our stakeholders. Our values are embedded in our culture and underpin the behaviours we expect of our employees. Our values permeate through every part of our business and connect us – no matter how far apart our workforce is spread, they keep us together. They guide us to work safely with each other, the environment, and our communities. In FY22, we launched a new values campaign, which focused on personalising the meaning behind each of our values at an individual team level. As part of the campaign, for each value, we released a new vibrant icon, shared the supporting behaviours of each value and held activities to encourage staff across our business units to participate. This program of reflection reinvigorated our people’s connection to our values and once again reinforced their importance in the way we work. IGOMaking a Difference Awards Each year IGO recognises and celebrates exceptional contributions by individuals and teams through the IGO Making a Difference Awards. Now in its sixth year, this peer-nominated awards program was founded on the desire to recognise excellence and celebrate a job well done. In FY22, we received a record 242 nominations (188 in FY21) across the 11 award categories: • Leadership • Safety • Business Improvement • Collaboration • Customer Focus • Environment • Inclusion and Care • Innovation • Partnering Excellence • Spirit • Technical Excellence This year we introduced a new award, the Partnering Excellence Award which recognises an individual (or team) working for an IGO contracting or service partner who has gone above and beyond in their service delivery or partnering activities. In FY23 we will continue the Making a Difference Awards recognition program and expand this to include our new employees. In FY22, IGO’s Sexual Harassment Working Group delivered a plan to review and develop strategies to mitigate the risk of instances of sexual harassment at IGO. These included: • female focus groups at our Nova Operation to better understand the needs of females on a remote site • piloting and implementing a new sexual harassment training program to IGO Leaders with a planned rollout to all employees in FY23 • reviewing workplace environments on all sites to ensure high risk or isolated areas are secure • updating education programs and communications for employees about IGO’s sexual harassment policy and reviewing the consistency of the way in which we communicate across the business; and • working closely with contractors to update reporting requirements and programs to action the prevention or remediation of poor behaviour if it occurs. IGO Award winner Jessica with Head of People & Culture, Sam IGO Ngadju employees Garth, Ashley and Josh to raise concerns about actual or suspected misconduct. The platform allows our people to make a report via an anonymous online submission. Education sessions were provided at all IGO locations giving our people the opportunity to understand the process and provide feedback. We also provided specific training to our Equal Employment Opportunity Contact Officers which included how to listen to and support workplace concerns and provide guidance on paths of action. Our Custodians of Culture learning series is also important for supervisors to provide them with the information and tools they require to create and support a positive and fair culture within their teams. Similarly, our Respect in the Workplace course provides an understanding of bullying and harassment matters and a consistent set of behaviours and structure for all employees. Sexual Harassment IGO has a strong commitment to a safe and respectful culture, and we have developed action and prevention plans to ensure we are an organisation where all employees are safe. Everyone at IGO needs to know they are safe at work and that they have the right to have rewarding careers in the mining industry without being subjected to sexual harassment and assault.
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