DIVERSITY AND INCLUSION POLICYContents
1.

GENERAL PURPOSE AND PRINCIPLE12.

RESPONSIBILITY FOR POLICY23.

MEASURABLE OBJECTIVES, TARGETS AND KEY PERFORMANCE INDICATORS –GENDER DIVERSITY

24.

COMPLIANCE REQUIREMENTS

35.

COMMUNICATION36.

ACCOUNTABILITY

37.

ADDENDA TO THIS POLICY48.

OVERRIDING CAVEAT

49.

REVIEW

41.

GENERAL PURPOSE AND PRINCIPLEAllkem Limited (Allkem or the Company) respects and values the competitive advantage of diversityand inclusion (which includes but is not limited to gender, age, disability, ethnicity, marital or family
status, religious or cultural background, sexual orientation and gender identity) and the benefit of its
integration throughout the Company in order to enrich the Company’s perspective, improve corporate
performance, increase shareholder value and maximise the probability of achievement of theCompany’s goals. The Company acknowledges that diversity and inclusion is important to theCompany’s ability to attract, retain and motivate employees from the widest possible pool of available
talent and the Company is committed to diversity and inclusion at all levels (Principle).
In furtherance of the Company’s commitment to the Principle, the Board wishes to give effect toRecommendation 1.5 of the Corporate Governance Principles and Recommendations. The Company
will, in broad terms, put the Principle into practice in the following manner:
(a)

(b)

strategically and operationally, by:(i)being attuned to diverse strategies to deliver the Company’s objectives with respect todiversity and inclusion;(ii)

being attuned to diverse corporate, business and market opportunities; and(iii)being attuned to diverse means to achieve those strategies in 1(a)(i) above and to takeadvantage of those opportunities in 1(a)(ii) above.

through Management, by:(i)adding to, nurturing and developing the collective relevant skills and diverse experienceand attributes of personnel within the Company;

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(ii)
(c)

ensuring that the Company’s culture and management systems are aligned with andpromote the attainment of the Principle.

In addition, the Company will put the Principle into practice in the following specific ways:(i)the Company will ensure that recruitment and selection practices at all levels areappropriately structured so that a diverse range of candidates are considered and that
there are no conscious or unconscious biases that might discriminate against certain
candidates. In order to hire the best person for the job, there needs to be aconsideration of a broad and diverse pool of talent;(ii)

the Company will identify, implement and develop strategies, initiatives and programs
to develop a broader and more diverse pool of skilled and experienced employees witha view to preparing those employees over time for management positions and toincrease the representation of women in management roles;(iii)

the Company will not tolerate discrimination, harassment, vilification or victimisation ofany employee of the Company or group member;(iv)

the Company will foster an inclusive culture, involving both women and men anddiversity at all levels of the organisation;(v)

the Company will ensure equal pay for equal work across its workforce, with strategies
in place to manage pay equity; and(vi)The Company will adopt flexible work practices to allow all employees the opportunity tobalance work and domestic responsibilities.

(d)Management will monitor, review and report to the Board (including via the People andRemuneration Committee) on the achievement of diversity and inclusion with respect to thematters referred to in Sections 1 and 3, the Company’s progress under this policy.

2.

RESPONSIBILITY FOR POLICY

Although the Board retains ultimate accountability for this policy, the Board has delegatedresponsibility for the implementation of this policy to the People and Remuneration Committee.

3.

MEASURABLE OBJECTIVES, TARGETS AND KEY PERFORMANCE INDICATORS –GENDER DIVERSITY

With respect to gender diversity, Management will:
(a)

(b)

develop, for approval by the Board (or the People and Remuneration Committee), asappropriate:(i)

measurable objectives for achieving gender diversity including concerning thestrategies, initiatives and programs referred to in Section 1(c) above; and(ii)targets or KPI’s to verify progress towards achieving those measurable objectives;

measure performance against those targets and KPI’s; andDIVERSITY AND INCLUSION POLICY2(c)report from time to time (at least annually) on the measurable objectives and the progress ofthe matters referred to in Section 3(a)(i) above and 3(a)(ii) above.

4.

COMPLIANCE REQUIREMENTS

The Company will meet its obligations with respect to the issues of diversity and inclusion, as required
under the Corporate Governance Principles and Recommendations and other regulatory requirements(if any) by:(a)establishing this policy under Recommendation 1.5 of the Corporate Governance Principles
and Recommendations and by:(i)establishing measurable objectives for achieving gender diversity; and(ii)the Board assessing annually the measurable objectives for achieving gender diversity
and the Company’s progress towards achieving them.

(b)disclosing this policy or a summary of it via the Company’s website;(c)disclosing at the end of each reporting period:(i)the measurable objectives for achieving gender diversity set by the Board under thispolicy;(ii)

the Company’s progress towards achieving these measurable objectives;(iii)

the respective proportions of men and women in the Company in the followingpositions:
••
•
•

5.

Employees;
Senior Executives (including how the Company has defined ‘Senior Executive’ forthis purpose);
Directors; andAcross the whole Company.

COMMUNICATIONThe Company commits to communicating this policy both within the Company, to its shareholders andto the market, including via the Company’s website.

6.

ACCOUNTABILITYThe Chief Human Resources Officer will assume line responsibility to ensure that the Company meetsits compliance and reporting obligations referred to in this policy, including by collecting and collating
all relevant data and ensuring that Management processes and systems are adequate and effective
for such reporting obligations to be met.
Reporting on the Company’s compliance with the terms of this policy will be a periodic item on theBoard Agenda.
At least annually, the People and Remuneration Committee will report to the Board on the Company’s
progress towards attainment of the Principle.

DIVERSITY AND INCLUSION POLICY37.

ADDENDA TO THIS POLICY

The following shall constitute addenda to this policy (as they are adopted by the Board from time totime) as if set out in this policy:(a)

Board approved strategies, initiatives, programs and measurable objectives referred to inSection 3; and(b)Board approved measurable objectives, targets and KPI’s referred to in Section 3.

8.

OVERRIDING CAVEATNothing in this policy shall be interpreted so as to endorse any of the following matters:(a)the principal criteria for selection and promotion of people to work within the Company being
other than their overall relative prospect of adding value to the Company and enhancing theprobability of achievement of the Company’s objectives, taking into account matters such as
the nature of the industry in which the Company operates;(b)

any discriminatory behaviour by or within the Company contrary to the law or any applicablecode of conduct; and(c)any existing person within the Company in any way feeling threatened or prejudiced by thispolicy in their career development or otherwise, merely because their diversity attributes at
any time may be more, rather than less, common with others.

9.

REVIEW

This policy has been approved by the Board of Directors and Executives of Allkem Limited.
This policy was reviewed by the Company on 31 July 2020.

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