Reconciliation Action Plan 2015 - 2018

YourInsights,YourIdeas,YourImpact

SolidPathways–ASoundFuture

ParticlesandWaves

ArtWorkbyNoongarAboriginalStatesmanRichardWalleyOAM

ThebluecolourrepresentstheIncitecPivotCompany,theredcolourrepresentstherespectfortheearthonwhichIncitecPivotworkandthewavedesignrepresentstheIncitecPivotpeopleandtheenergytheybring.

(PermissionforuseoftheartworkgrantedbyRichardWalley)

Message from the CEO

TalkingwithouremployeesthroughouttheworldisthemostenjoyablepartofmyroleasManagingDirectorandChiefExecutiveOfficerofIncitecPivotLimited.

Atoursitesandoffices,Imeetmenandwomenfromalldifferentbackgroundsandwalksoflife.

Iamdelightedthatweareconstantlyworkingonwaysinwhichtogrowthediversityofourorganisationtobetterreflectandsupportthecommunitiesweworkin.Innovationandprogresscomefromdiversity.Diversitygivesourpeopletheopportunityofworkingonourbusinessandcommunitytasksandchallengesindifferentwaystofindmoreeffectivesolutions.InthewordsofoneofourValues:ChallengingandImprovingtheStatusQuo.

However,thereisstillmuchtobedonetoenableIPL’sleaderstobetterreflectourdiverseworkforce,forourcompanytobetterreplicatethecommunitiesinwhichweoperateand,moreimportantly,forourcompanytocareforcommunityandembracetheidealsandethicsofthosecommunities.

AnessentialareawherewearedeterminedtocontinuetomakesignificantprogressisindevelopingmeaningfulrelationshipsandgenuinepartnershipswithAustralia’sFirstPeoples.

IPLrecognisesAboriginalandTorresStraitIslanderPeoplesastheFirstPeoplesofthislandandrespectsAboriginalandTorresStraitIslanderculture.WeacknowledgethelegaciesleftaspartofoursharedhistoryandthesocioeconomicimpactofAustralia’shistoryonAboriginalandTorresStraitIslanderPeoples.

ThepurposeoftheIPLReconciliationActionPlanistolaydownamuchneededcriticalpathwaytoguidetheorganisationinworkinginpartnershipwithAustralia’sFirstPeoplestoenableself-determinationandreconciliationwithAboriginalandTorresStraitIslander’sandthebroaderAustraliancommunityintogethermovingforwardasaprosperousnation.

JamesFazzinoManagingDirectorandChiefExecutiveOfficerIncitecPivotLimited

Our Vision for Reconciliation

YourInsights,YourIdeas,YourImpact

SolidPathways–ASoundFutureReconciliationinvolvesbuildingmutuallyrespectfulrelationshipsbetweenAboriginalandTorresStraitIslanderPeoplesandotherAustraliansthatallowustoworktogethertomoveforwardasanationandtogeneratesuccessforeveryone’sbestinterests.Achievingreconciliationinvolvesincreasingmutualrespect,awarenessandacknowledgementofAustralia’sFirstPeopleshistoryandcultures,alsoworkingtochangeattitudesthatareoftenbasedonmythsandmisunderstandings,andencouragingactionwhereeveryoneplaystheirpartinbuildingabetterrelationshipbetweenAboriginalandTorresStraitIslanderPeoplesandthebroaderAustraliancommunity.ReconciliationisaboutunitybetweenAboriginalandTorresStraitIslanderpeoplesandotherAustralians.ItisaboutrespectforAboriginalandTorresStraitIslanderPeoplesculturesandvaluingjusticeandequityforallAustralians.Ourorganisation’svalues,policiesandworkplaceculturebringusclosertoafutureinwhichwebuildstrongerrelationshipscharacterisedbymutualrespect,activepartnershipsandlongtermcommitmentsforAboriginalandTorresStraitIslanderPeoples,enablingFirstAustralianstoaccessthesameopportunitiesandqualityoflifeasisexpectedbythebroaderAustralianpopulation.

Our Business

TheIncitecPivotLimited(IPL)GrouphasundergoneatransformationinthepastfiveyearsfromanAustralianfertilisercompanytoanorganisationwithinterestsinNorthAmerica,SouthAmericaandAsia,aswellasAustralia.ThisgrowthhaspositionedIPLinthetop50ASX-listedcompaniesinAustralia.ThechemicalsIPLproducesarefundamentaltothebasicsofeverydaylife:

• Nitrogen-basedfertilisershelpustogrowmorefoodfortheworld’sever-increasingpopulationandproducenaturalfibressuchaswool,cottonandtimber.• Explosivesmadefromsimilarchemicalshelptoextractthemineralsessentialfortheproductionofenergyandthemanufactureofeverydaygoods.

Food,clothing,shelter,transport,communicationsandenergyalldependontheindustriesIPLserves.Throughitsintegratedbusinessmodel,IPL's4,721employeesofwhichapprox.1,850areAustralians,manufactureandmarketfertilisersandexplosivestocustomersaroundtheworld.IPLworksnationallyacrossAustraliawithOfficesinMelbourne,PerthandBrisbane.IPLhasbecomealeaderinitschosenmarketswithaportfolioofrecognisedandtrustedbrands.IncitecPivotvaluesthediversityofitspeopleand,throughpromotionofaninclusiveculture,recognisesthatcontributionsofdiversityofthoughtprovidegreateropportunityforinnovationandimprovedbusinessoutcomes.IPLiscommittedtothedevelopmentofaninclusiveandaccessibleorganisationthroughtheestablishmentandnurturingofaculturethatappreciatesdiversityinallforms.Australia’sAboriginalandTorresStraitIslanderpeopleshaveasignificantplaceinassistingtobuildthegrowthandsuccessofIPLthroughworkinginpartnershipthroughoutthedevelopmentandimplementationoftheIPLAustralianIndigenousEngagementandEmploymentStrategyandtheAustralianIndigenousRelationsPolicy.InrecognitionoftheimportanceoftheFirstAustralianpeoplesandcultures,IPL’svisionistobecomeknownamongAboriginalandTorresStraitIslandercommunitiesasaleaderinprovidingmeaningfulemploymentoutcomes.IncitecPivotLimitedcurrentlyhas34employeeswhoidentifyasAboriginalandTorresStraitIslanderwithatargettoincreaseto60bytheendofyear2017.

TheIncitecPivot–DynoNobelTeamatthePerthDeadlyJobsExpoflyingtheflagtoencourageAboriginalandTorresStraitIslanderPeoplestojoinourTeam.

Figure1–ReconciliationActionPlananditsRelationshiptotheBusiness

Reconcilia*onAc*on

PlanFosteringmeaningful

relaLonshipsandbuildingproducLvepartnershipswithAboriginalandTorresStraitIslander

peoples

DiversityStrategyAninclusiveand

accessibleorganisaLonembracingdiversity

SustainabilityStrategy

UseLessGetClose

IPLBusinessStrategyIPLValues

CaringforCommunityChallengingtheStatusQuo

Our RAP

IncitecPivotLimitedhasinvestedsignificanttimeandeffortinthebenchmarkingofAboriginalandTorresStraitIslanderengagementandemploymentbestpracticewithkeystakeholdersintheindustry,workingwithFirstAustralianPeoplesandcommunitiestoclarifyexpectationsofIPLandexaminingtheorganisation’scurrentculturalcapabilitytoidentifykeystrategicinvestmentareasforsuccess.Asaproductoftheselearning’sandtoachieveourorganisationalAboriginalandTorresStraitIslanderengagementoutcomesandemploymenttargets,IPLhasidentifiedsixorganisationalprograminvestmentareasandcommittedtoundertakingasignificantbodyofworkacrossthesefivekeyareas(seeFigure2)andformalisedthisapproachinthedevelopmentofanAustralianIndigenousEngagementandEmploymentStrategyandanAustralianIndigenousRelationsPolicy.ThedevelopmentofthesedocumentswereguidedbytheIPLIndigenousAdvisoryGroupwhonowformourReconciliationActionPlanWorkingGroup.DetailedinAppendixA.ThesedocumentslaydownamuchneededcriticalpathwaytoguidetheorganisationinbuildingonourinvestmentofworkinginpartnershipwithFirstAustralianPeoplestoimproveemploymentoutcomesandcontributeinameaningfulwaytoclosingtheemployment,educationandeconomicgapbetweenAboriginalandTorresStraitIslanderpeoplesandotherAustralians.Bytakingabestpracticeapproach,engagingwithReconciliationAustralia,spendingtimeandbuildingrelationshipswithAboriginalandIslanderpeoplesandcommunities,researchingsuccessfulapproachestoinclusiveengagementwithorganisationswhohavebeenworkingsuccessfullyintheareaofAboriginalandTorresStraitIslanderpartnershipsformanyyearsandbygainingabetterunderstandingofourownorganisation’sculturalcapability,wearewellplacedtobeabletorealisticallybuildstrongermeaningfulrelationshipsandgenuinepartnershipswithAustralia’sFirstPeoples.Changingtheculture,policiesandpracticesofourorganisationarounddiversityandinclusionandconsequentlyculturalacknowledgement,andcommunitypartnershipwithFirstAustralianPeoplesisacleardemonstrationthatIPLiscommittedtoimprovingengagementopportunitiesforAboriginalandTorresStraitIslanderAustraliansandthat,importantly,IPLrecognisesreconciliationandself-determinationareintegraltoimprovingtheseengagementopportunities.TheroleofourDiversityandInclusionPolicyandProgramisthedeliveryofinitiativesthatwillassistinstrengtheningopportunitieswithAboriginalandIslanderpeoplesthroughfocusingonbuildinganinclusivecultureandcapabilitywithintheIPLworkforce.TheprogramwillalsoworkcloselywitheachbusinessandoperationalgrouptoassistthemastheyworktosupportthedevelopmentanddeliveryofAboriginalandTorresStraitIslanderpeoples’engagementandemploymentinitiatives.EachbusinessandoperationalgroupisresponsibleforidentifyinglocalengagementandemploymentneedsandopportunitiesandworkingtowardimprovingengagementandemploymentoutcomesforFirstAustralianPeoplesassetoutunderthesixprograminvestmentareasoutlinedabove.IPLhasestablishedaReconciliationActionPlan(RAP)WorkingGroupthatincludesrepresentationfromfourAboriginalTraditionalOwnersgroups,theDiversityandInclusionProgramandSeniorLeadershipfromacrossourbusiness.PleaseseeAppendixAfordetailsofRAPWorkingGroup.OurReconciliationActionPlanwillbechampionedbytheIPLReconciliationActionPlanWorkingGroupChairIPLDiversityandInclusionProgramsManager.TheRAPWorkingGroupwillberesponsibleformanagingtheRAPimplementationandmonitoringprogressofstrategicactivitiesandtargetssetdownwithintheplan.Asanorganisation,wearecommittedtoworkinginpartnershipwithAboriginalandTorresStraitIslanderpeoplesandcommunities,otherkeystakeholdersandgovernmentagenciestodeliverthegoalssetoutinthisplan.Wewillworktofindthemostinnovativeandefficientsolutionstoourchallengesbyexploringopportunitieswithintheindustry,partneringinotherkeystakeholderinitiativesandbyseekingoutprospectsacrossboththeprivateandpublicsector.ByworkingcollaborativelyandimplementingthecommittedinitiativesoutlinedinourRAP,IPLwillcontinuetostrengthentocontributetoworkingtowardsachievingreconciliationinAustralia.

Figure2–KeyProgrammaticInvestmentAreas

Leadership

IndigenousReladonsPolicy

ReconciliadonAcdonPlan CommunicadonPlan

COMMUNITYDEVELOPMENT

ANDENGAGEMENT

ReconciliadonAcdonWorkingGroupCulturalacknowledgmentandrespectCommunitysponsorship

EDUCATIONANDTRAINING

SchooltransidonprogramsWorkreadyprogramsGraduateprogram

RECRUITMENTFacetofacefocusIndigenousadvisorMarkedngAffirmadveacdonPartnershipswithclients

RETENTION

CulturalcapabilityprogramsIndigenousmentorsCareerpathways

BUSINESSDEVELOPMENT

Subcontracdngopportunides

CaseStudy:InclusiveEngagementSuccessStoryinWesternAustralia

Tegan Humphries is a Noongar woman from south-west region of Western Australia. She grew up in Pingelly, a little country town of sheep and wheat. Tegan’s mother is from the Wilmun Language Group and her father is from the wheatbelt area of Ballardong. In 2011, Tegan started in the mining industry as a mobile plant operator and now works at Dyno Nobel’s Newman operation in the Pilbara as an MPU Operator. “Being at Newman is an eye opener because of the size of its operations. I find this new role challenging and exciting,” says Tegan. “After hearing about the exciting opportunities within the company, I grabbed the opportunity with both hands.” Tegan initially spent time at the Dyno Nobel Training Centre of Excellence located at Pinkenba in Brisbane Queensland to prepare her for her role with Dyno Nobel, a manufacturer of explosives and wholly-owned subsidiary of Incitec Pivot Limited. “The One Operator training at Pinkenba, QLD was very useful. Had I gone straight to the site, I would have felt as if I had been thrown into the deep end,” Tegan explained. “The training was so important for me to learn how to do my job to the best of my abilities. But more than that, the support I received throughout the training program was helpful in every way, particularly because of Kingsley Bartlett, Indigenous Mentor Co-ordinator. As a mentor, Kingsley gave me insight into the culture of the company, introduced me to a number of the people who can help and offer support, and was just there to reassure me and check in to see how things are going. His support has been so beneficial. I have someone I can count on if I need that extra bit of help.” Bradley Boyle, operations supervisor at Newman, says Tegan is fitting in well with the employee’s onsite and is a willing participant in training. “Tegan is really embracing her new job. She has an excellent work ethic and her standards are at a level expected of our new employees. She’s motivated to learn more about her role and what's expected. As with all our employees at Dyno Nobel, Tegan participates in safety talks and training to understand and recognise hazards in the workplace. She’s a good fit for our business. ” Before training to be an MPU Operator, Tegan worked as a Blast Operator to gain a full understanding of site procedures and the operations. Travis Hitz, Learning and Development Technical Trainer, says Tegan is living the IPL Values. “Tegan spent three weeks at our Centre for Excellence in Brisbane. I found her to be a highly intelligent and self-motivated person.” “I have no doubt that Tegan will help us promote an inclusive culture and deliver on our goal to increase the opportunities for Aboriginal and Torres Strait Islander people.” In 2012, Incitec Pivot participated in Reconciliation Australia’s Workplace Ready Program. Diversity Program Manager at Incitec Pivot, Mary McCabe, says: “The sharing of experiences was invaluable for us as an organisation just starting out on our journey into Indigenous Employment and Engagement.” “It was an extremely useful program for connecting us with the right people and organisations as we navigated the development and implementation of our strategy.” Mary also said it was “reassuring to learn from the experience of others about best practice in Aboriginal and Torres Strait Islander Engagement and Employment and to know we were on the right track.” Since completing the Workplace Ready Program, there have been several successful outcomes for Incitec Pivot as a result of its participation. The company has:

- Built positive productive relationships with Traditional Owners - Increased the cultural capability of its organisation

- Met a six percent Aboriginal and Torres Strait Islander Employment rate in its operations in the Pilbara - Exceeded its commitment to the Australian Employment Covenant in providing Aboriginal and Torres Strait Islander employment opportunities.

“We’ll continue to challenge ourselves on demonstrating meaningful employment outcomes and work towards positioning the business as an ‘Employer of Choice’ for Indigenous Australians, says Mary.” She added that Incitec Pivot will also continue to work in active partnership with government on challenging Indigenous engagement and employment support program models and effectiveness “in the ongoing effort to close the social gap on social disparity between Indigenous and non -Indigenous Australians.” Mary says if she was able to offer other organisations advice in embarking on developing an Aboriginal and Torres Strait Islander employment strategy, it would be:

- Work in partnership from the outset with Traditional Owners in the building of your Aboriginal and Torres Strait Islander Engagement and Employment Strategy, rather than going to Traditional Owners with a plan.

- Ensure leadership commitment- it is critical to an organisation’s Indigenous Employment program - Integrate your Aboriginal and Torres Strait Islander Employment Program as a core part of your business - Include cultural capability programs to achieve positive organisational cross cultural results and sustainable employment outcomes.

Mary also says Aboriginal and Torres Strait Islander training programs should be integrated, rather than run as separate, special training. “To be successful with Indigenous employment and engagement, it is crucial Indigenous employees are integrated into an organization as equals. It’s about getting the organization ready for cross cultural success not about buying into the argument that Indigenous people are not capable of engaging as equals.” Back in the Pilbara, Tegan Humphries couldn’t be happier in her work with Dyno Nobel. “I believe Dyno Nobel’s values and culture are what a successful company is all about. I’m very happy to be here and contributing to a company that values the diversity of its people and respects one another.”

Tegan “On the Job” and with Team Members at our Dyno Nobel Whale Back Operation in the Pilbara.

BuildingRelationships

DiversitygivesourpeopletheopportunityofworkingonIPLbusinesstasksandchallengesindifferentwaystofindmoreeffectivesolutions.InthewordsofoneofourValues:ChallengingandImprovingtheStatusQuo.However,thereisstillmuchtobedonetoenableIPL’sleaderstobetterreflectourdiverseworkforce,forourcompanytobetterreplicatethecommunitiesinwhichweoperateand,moreimportantly,forourcompanytocareforcommunityandembracetheidealsandethicsofthosecommunities.EngagementwithFirstAustralianpeoplesandcommunityisacrucialstep.AnessentialareawherewearedeterminedtocontinuetomakesignificantprogressisinbuildingmeaningfulrelationshipsandgenuinepartnershipwithAboriginalandTorresStraitIslanderAustralians.Focusarea:FosteringStrongerRelationships

Action Responsibility Timeline Target

1.1IPLRAPWorkingGroupactivelymonitorsRAPdevelopment,includingimplementationofactionsandtrackingprogress

DiversityandInclusionProgramsManager

FormalrevieweverysixmonthsuntiltheendofDecember2017

• OurinternalandexternalRAPWorkingGroupwillformallymeeteverysixmonthstodiscussprogresstotheimplementationoftheRAP.

1.2IPLwillcelebrateNationalReconciliationWeekandprovideopportunitiesforAboriginalandTorresStraitIslanderemployeesandotheremployeestobuildstrongerrelationships.

IPLIndigenousCoordinatorMentor

27thMay-3rdJune2015,2016and2017

• IPLwillcommittohosting3NationalReconciliationevents

• IPLwillencourageandsupportitsemployeestoparticipateinatleastoneeventduringNationalReconciliationWeek.

• RegisterIPLNationalReconciliationWeekeventsonReconciliationAustraliawebsite.

1.3RaiseinternalawarenessofIPLRAP DiversityandInclusionProgramsManager

July2015October-December2015December2017

• AplanisdevelopedandexecutedtoraiseawarenessacrosstheorganisationabouttheIPLRAPcommitment,particularlywithkeyinternalstakeholders.

• ApresentationonourRAPcommitmentisgiventoallrelevantareasofIPLtoensuretheyhaveanunderstandingofhowtheirareacancontributetoourRAP.

• EnsureallnewemployeesreceiveacopyofRAPoninduction

Respect

IPLacknowledgesAboriginalandTorresStraitIslanderPeoplesasAustralia’sFirstPeoplesofthislandandpayrespecttotheircontinuingcultures.WeacknowledgethelegaciesofFirstAustralianPeoplesinournation’ssharedhistoryandthesocioeconomicimpactofthishistoryonAboriginalandTorresStraitIslandersPeoples.Focusarea:IncreasedCulturalAwarenessandRespect

Action Responsibility Timeline Target

2.1CulturalcapabilityprogramdevelopedandimplementedtoengageIPLemployeesinculturallearningtoincreaseunderstandingandappreciationofAboriginalandTorresStraitIslanderpeopleshistories,culturesandachievements

IndigenousCoordinatorMentor

September2015

December2016

December2016

December2017

December2017

• CulturalCapabilityProgramincorporatedintoemployeeorganisationalinductionandorientationprocessforallnewIPLemployees.

• OnlineCulturalCapabilityProgramdeveloped

withacompulsoryrotationaltrainingandrefreshforallstaffeverytwoyears.

• EncourageemployeestoutiliseReconciliation

Australia’s‘ShareOurPride’website• AsabuildontotheCulturalCapabilityProgram

facilitatedforleadershipandmanagementin2014IPLcommitstoatleast80%ofemployeesparticipatinginandcompletingaCulturalCapabilityProgram.

• InvestigatetheopportunityforstafftoparticipateinAboriginalandTorresStraitIslanderculturalimmersion(suchasLauraFestival,WAITOC,Clancestry,GarmaandNorthStradbrokeIslandQuandamookaculturaltours).

2.2EngageIPLemployeesinunderstandingandencourageinusingestablishedprotocolsaroundAcknowledgementofCountryandWelcometoCountry.

IndigenousCoordinatorMentor

July2015March2016

• DisplayAcknowledgementtoCountryplaquesatallIPLAustralianofficelocations.MelbourneBrisbanePerth.

• Review,maintainandcommunicatealistofTraditionalOwnerswithinIPLareasofoperationto

September2016September2017September2017September2017

allstaff.

• EncourageourpeopletoincludeanAcknowledgementtoCountrystatementonemployeeemailsignatureblocks.

• EnsureaWelcometoCountryprotocolisprovidedat

allsignificanteventsheldatallIPLHeadOfficesandOperationalSites.

• EnsureanAcknowledgementofCountryisprovidedatallIPLcommunityevents.

• EncourageallSeniorleaderswithinIPLtopersonallyattendeventswhereaTraditionalOwner/ElderprovidesaWelcometoCountry

2.3IPLtoparticipateinNAIDOCWeekandprovidetheopportunityforAboriginalandTorresStraitIslanderemployeestoengagewiththeircultureandcommunitythroughNAIDOCWeekevents.

ChiefHumanResourcesOfficer

1stSunday–2ndSundayinJuly2015,2016and2017

• IPLwillcommittohosting3NAIDOCWeekevents.• EncourageandsupportallIPLstafftoparticipatein

localNAIDOCWeekcommunityevents.• IdentifyandworkinpartnershipwithlocalNAIDOC

WeekCommittee’stodiscussmutually-beneficialopportunities.

Opportunities

IPL’scorporatesocialresponsibilityframeworkisfocusedonsupportingboththelocalandthewidercommunity.Accesstoemployment,educationandtrainingaswellastheutilisationofcommunityresourcesandprovisionofsupportforcommunitybusinessesarethefocalpoints.This,inturn,growsthelocaleconomyandpositionstheorganisationasanemployerofchoicewithcommunitywhilecontributingtothedevelopmentofasustainablecapablecommunityworkforce.ThisstrategyaimstoincreasemutuallybeneficialopportunitiesforAboriginalandTorresStraitIslanderPeoplesinemploymentandsupplierdiversityandIPL.Focusarea:IncreasingMutualBeneficialOpportunities

Action Responsibility Timeline Target.

3.1IPLwillactivelyworktoincreasetherecruitmentandretentionofAboriginalandTorresStraitIslanderemployeeswithinourorganisation.

DiversityandInclusionProgramsManager

September2017September2017September2017September2017September2017September2017

• PromoteemploymentopportunitiesbyutilisingAboriginalandTorresStraitIslanderorganisationalnetworksIncludingWorkforceDevelopmentCentresandSkilledHire.

• AdvertisetargetedjobvacanciesinAboriginalandTorresStraitIslandermediasuchastheKooriMailandIndigenousRadioprograms.

• Engageandutilisestakeholderrelationshipsto

facilitatepotentialAboriginalandTorresStraitIslandertraineesfromindustryWorkReadyPrograms.

• IPLcommitstoincreasingAboriginalandTorresStraitIslanderemployeenumbersto3%.

• Ensuretailoredprofessionaldevelopmentplansare

developedforAboriginalandTorresStraitIslanderemployeestoenablecareerpathwaygoalsisencouraged,monitoredandprogressed.

• ReviewexistingCeremonialandCulturalLeavepolicy

forIPLAustralia.

3.2IPLwillactivelyworktoIncreasesupplierdiversityopportunitiesforAboriginalandTorresStraitIslanderbusinessescontractedtoIPL.

DiversityandInclusionProgramsManager

July2016September2016September2016September2017

• WherepossibleIPLtoincorporateclauseswithinprocurementdocumentspertainingtoAboriginalandTorresStraitIslanderengagementandemployment.

• IPLtoincorporateanAboriginalorTorresStraitIslanderbusinessidentificationquestioninourprocess.

• IPLtoinvestigatebecomingamemberofSupply

Nation.• IPLcommitstoprocuringgoodsandservicesfromat

least2newAboriginalandTorresStraitIslanderbusinesseseachyear.

3.3DevelopmentofanAustralianIndigenousRelationsPolicyinconsultationwithTraditionalOwnersthroughtheReconciliationActionPlanWorkingGroup.

DiversityandInclusionProgramsManager

September2017 • Review,maintainandcommunicateanAustralianIndigenousRelationsPolicyforIPLtoprovidetheorganisationwithastandardisedculturallyappropriateguidetoengaginginapositiveandproductivewaywithAustralia’sFirstPeoples.

Trackingprogressandreporting

Action Responsibility Timeline Target

4.1IPLwillreportachievements,challengesandlearningstoReconciliationAustraliaforinclusionintheRAPImpactMeasurementReport.

DiversityandInclusionProgramsManager

By30thSeptember2015,2016and2017.

• CompleteandsubmittheRAPImpactMeasurementQuestionnairetoReconciliationAustraliaannually.

4.2IPLwilltrackoutcomesagainststrategicinvestmentarea’ssetdowninRAP

DiversityandInclusionProgramsManager

AprilandAugust2016and2017August2015,AprilandAugust2016and2017

• DevelopandprovideabiannualRAPProgressReporttoIPLExecutiveLeadershipTeamforinput.

• DevelopandprovideabiannualRAPProgressReporttoIPLHealthSafetyEnvironmentandCommunityBoardCommitteeforinput.

4.3IPLwillreview,updateandrefreshRAP Diversityand

InclusionProgramsManager

June2017 • Commencetheprocessofreviewingthesuccess,challengesandlearningsoftheStretchRAPandinvestigatedevelopmentofanupdatedRAP

Contact details

Craig Liddy

Vice President Human Resources

Email: craig.liddy@incitecpivot.com.au

T: 0427 389 561

APPENDIX A

Incitec Pivot Limited Reconciliation Action Plan Working Group

Aboriginal Group Representation.

• Oriel Green. Yued Traditional Owner group from south-west; Western Australia • Thomas Kirk. Turrbal Traditional Owner group from south-east; Queensland • Colin Saltmere. Indjilandji Traditional Owner group from north-west; Queensland

Incitec Pivot Limited Business Representation

• Elizabeth Hunter. Chief Human Resources Officer IPL • Mary McCabe. Diversity and Inclusion Programs Manager • Davina Shearer Indigenous Co-Ordinator Mentor • Kingsley Bartlett. Indigenous Co-Ordinator Mentor