Alumina Limited

Policies & standards

Diversity Policy

1. Overview

This document outlines Alumina Limited’s (“Alumina”) policy on Diversity and Inclusion (Policy). 

This policy applies to all Alumina employees, including contractors and consultants acting on the company’s behalf and includes the recruitment and selection process, terms and conditions of employment including pay, promotion, work assignment and flexibility, training and any other aspect of employment.

2. Goal

It is our goal to contribute positively to the success of the Company by promoting a diverse and inclusive workforce, which supports an engaged high-performance culture.  Alumina employs on the basis of role requirements with selection based on qualifications, skills and experience. The Policy seeks to promote a more diverse, inclusive and representative workforce, management and Board structure and composition, whilst ensuring that the best qualified, skilled and experienced people are recruited and retained. 

3. Guidelines

Alumina is committed to: 

  • creating a workplace that promotes equal opportunity, diversity and inclusion;
  • maintaining a workplace where all personnel are able to perform their duties free from all forms of unlawful discrimination and harassment;
  • the recruitment of employees and board members is made impartially from a diverse pool of suitably qualified candidates;
  • supporting diversity, inclusion and gender equality in relation to recruitment, retention, performance management, succession planning, training and development;
  • treating all personnel fairly and equally regardless of their gender, age, culture/ethnicity, language, religious beliefs and disabilities;
  • establishing Measurable Objectives for gender diversity;
  • monitoring and reviewing the effectiveness of this policyt and associated procecdures;
  • assessing pay equity on an annual basis and identifying and addressing pay equity issues; and
  • providing flexible work arrangements for employees to balance personal wellbeing and work responsibilities, and supporting the workforce in relation to family and caring responsibilities.

 

4. Responsibilities

The Chief Executive Officer (“CEO”) has overall responsibility for the application of the policy across the organisation. 

The Board of Directors are responsible for: 

a)    Setting Measurable diversity and inclusion Objectives

b)    Annually assessing these objectives and progress to achieving them. 

The CEO and Executive Leadership Team are responsible for: 

a)    Recommending diversity and inclusion Measurable Objectives to the Board for consideration and approval;

b)    implementing initiatives to achieve the Measurable Objectives;

c)    Implementing this Policy including promoting the spirit of diversity, inclusion and equal opportunity;

d)    reporting to the Nominations Committee in relation to these responsibilities; and

e)    periodically reviewing this policy (which will include a review of the effectiveness of the policy) and presenting the outcome of its review (including any recommended changes to the policy) for consideration and approval by the Nominations Committee.

Diversity and Inclusion - Measurable Objectives

 
Measurable Objective 
Objective 1   

Identifying candidates for appointments:

Engage consultants that support and promote the Company’s diversity and inclusion policy including assisting to identify additional suitably qualified external female candidates.

Objective 2

 Candidate lists:

Candidate lists for permanent employee positions to be recognisably diverse by age, gender or ethnicity.

Objective 3

 Selection processes:

Ensuring that in the interview process for each position there is at least one appropriately qualified female candidate and at least one female on the interview panel.

Objective 4

 Board succession plans:

Considering diversity when reviewing board succession plans with the aim to improve and maintain gender representation and diversity.

Objective 5     

 Board composition:

That the Company’s Board of Directors should have a target of 40:40:20 being a target minimum of 40% male and 40% female respectively, recognising the limits posed by reason of a small sized Board

Objective 6

 Flexible Work Arrangements

Have flexible and part-time work arrangements where employees can balance personal wellbeing, work/life commitments and pursue career development.

Objective 7
 Aiming to maintain scores for employee engagement for identified groups that are not less than the whole-of-company engagement scores
Objective 8
 Implementing leadership programs that assist in the development of a diverse pool of skilled and experienced employees, and that prepare them for senior management