INPEX Australia RAP Report 2022
We are pleased to present the final year-end report on INPEX’s Stretch Reconciliation Action Plan (RAP) 2019-2022
commitments. These actions build upon our previous efforts and are consistent with the requirements of Reconciliation
Australia’s Stretch RAP framework.
Since commencing our reconciliation journey in 2013, INPEX’s RAP has been an integral tool to advance ourreconciliation efforts. We are proud of our achievements, and in particular the remarkable progress we’ve made over thecourse of this RAP. We will continue to refine our structures and approaches and to advocate for reconciliation across ourspheres of influence as we look to implement our next Stretch RAP 2023-2025.

Relationships
ActionTimeline

Deliverables

Responsibility

Outcome1. Build relationships
through celebrating
National
Reconciliation
Week (NRW).

27 May - 3 June
2022

Organise three internal NRW
events, including at least one
organisation-wide NRW event,each year.

General Manager
Corporate Affairs

Activities to celebrate NRW
included:• Intranet articles:• NRW promotional article• NRW resources andmaterials circulated toworkforce• Yammer posts:• Acknowledgement ofCountry (digital)• Events:• NRW Virtual Breakfast hosted
by Reconciliation WA• Reconciliation WA Walk
• After-hours event at
Aboriginal Bush Traders in
Darwin• Cultural moment related to
NRW shared each morning.
• Offshore facilities included
Aboriginal-themed dishevery night for dinner during
week.

Register all our NRW events on
Reconciliation Australia’s NRW
website.

INPEX’s NRW events registered on
Reconciliation Australia’s website.

Encourage and support staff andsenior leaders to participate in
two external events to recogniseand celebrate NRW.

All staff encouraged to participate in
NRW events. A selection of Perthbased staff and Senior Leadersparticipated in the NRW Virtual
Breakfast hosted by Reconciliation
WA on 27 May. Members of ourPerth-based workforce participatedin the Reconciliation Walk throughKings Park on 1 June. In Darwin,
members of Darwin based
workforce including management
attended an after-hours event at
Aboriginal Bush Traders on 1 June.

RAP REPORT 2022

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Action

2. Maintain andleverage mutually
beneficial
relationships with
Aboriginal andTorres Strait
Islander peoples,organisations andcommunities tosupport positive
outcomes.

3. Promotereconciliation
through our sphereof influence.

Timeline

December 2022

27 May – 3 June
2022

Deliverables

Responsibility

OutcomeRAP Working Group members toparticipate in one external NRW
event.

RAP Working Group members
participated in the following NRW
events:• NRW Virtual Breakfast (Perth)• Reconciliation Walk (Perth)• Aboriginal Bush Traders afterhours event (Darwin).

Invite Aboriginal and Torres Strait
Islander community member/s
into our offices to connect andshare experiences.

Ongoing COVID-19 restrictions in
Darwin and Perth prevented INPEX
extending invitations to Aboriginal
and Torres Strait Islander community
members to join us in NRWcelebrations.

Support an external NRW eventthat could include in kind
support and/or partnering with
community organisations.

Ichthys LNG and the NT Corporate
Office team supported theAboriginal Bush Traders event in
Darwin on 1 June.

Circulate Reconciliation
Australia’s NRW resources andreconciliation materials to all
staff.

NRW resources including weblinks
were provided to staff via intranet
article promoting NRW on 20 May.

Develop and implement annual
Aboriginal and Torres Strait
Islander engagement plans.

General Manager
Corporate Affairs

Aboriginal and Torres Strait
Islander stakeholder engagement
plan reviewed and approved in Q2
2021.

Continue to engage with other
Aboriginal and Torres Strait
Islander groups in Darwin,
Broome and Perth to provide
cultural advice and guidance.

INPEX Larrakia Advisory Committee
meetings held 6 April, 15 June, 17
August and 23 November.
In Broome, engagements were heldwith key stakeholders including
Goolarri Media Enterprises (May,July), Nirrumbuk Aboriginal
Corporation (May), KRED (May),
Nyamba Buru Yawuru (May, July,
August) and Woombooriny Amboon
Angarriiya Partnership Initiative(WAAPI) (August).

Meet with local Aboriginal andTorres Strait Islander
stakeholders and organisations
to continuously improve guiding
principles for engagement.

Darwin Aboriginal stakeholder
engagement meetings held in April,June, August and November.
In Broome, Aboriginal stakeholder
engagement meetings held in May,
July, August.

Continue to maintain four formal
two-way partnerships with
Aboriginal and/or Torres Strait
Islander communities ororganisations in areas in which
we operate and commit to meetwith each at least two times per
year.

Meetings held each quarter with
Larrakia Development Corporation,
Larrakia Nation Aboriginal
Corporation and the INPEX Larrakia
Advisory Committee (ILAC).
Continued to engage with Nyamba
Buru Yawuru, KRED, regarding INPEX
and Ichthys LNG business activities
and met in May, July and August.
Madla Wharf naming ceremony
November 2022
ILAC and other key Aboriginal andTorres Strait Islander stakeholders
were invited to INPEX stakeholder
event hosted by INPEX President
Director Australia.

Publicly communicate ourcommitment to reconciliation.

General Manager
Corporate Affairs

We publicly communicate INPEX’s
commitment to reconciliation
through our second Stretch RAP.
This document is available via the
Reconciliation Australia website and
INPEX’s intranet and internet sites.
Additionally, our commitment canbe seen in INPEX’s Deadly Yarns
publication which was produced in
May and October and distributed to
key internal and external
stakeholders.

RAP REPORT 2022

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ActionTimeline

Deliverables

Responsibility

OutcomeINPEX continues to circulate
reconciliation-related stories andcommitments via our social
networking pages such as
Facebook, Yammer, Instagram and
LinkedIn.

4. Promote an
inclusive working
environment
characterised bypositiveinterculturalawareness andappreciation.

Implement strategies topositively influence our external
stakeholders to drive
reconciliation outcomes.

We continue to encourage INPEX’s
external stakeholders to commence,
continue or further develop theirown reconciliation journey throughthe provision of advice and othercultural presentations.

Encourage our staff to provide
volunteer support to community
organisations promoting
reconciliation where possible.

INPEX personnel are encouraged tosupport community organisations intheir respective communities. In
Darwin, personnel from INPEX andits contractors continued longstanding volunteer support at the
NAIDOC BBQ breakfast and March
in Darwin. In a new initiative, INPEX
employees supported a jobs expo
held at the remote NT communityof Ramingining.
Employees have also engaged in
AFLNT programs including the
Michael Long Learning andLeadership Centre (MLLLC) andcommunity football program.

Collaborate with four likeminded organisations to
implement ways to advancereconciliation.

We advance our reconciliation
journey through ongoing and active
collaboration with Kooya
Consultancy (Perth), Cross Cultural
Consultants (Darwin), Reconciliation
Australia, INPEX contractors andNyamba Buru Yawuru (Broome).

May 2022
October2022

Produce Deadly Yarns
publication two times per year
for distribution to internal(INPEX staff, contractors) andexternal stakeholders (Aboriginal
and/or Torres Strait Islander
individuals, organisations,businesses, government
representatives, and not-forprofit organisations).

General Manager
Corporate Affairs

Deadly Yarns publication produced
and distributed to stakeholders in
May and November.

September 2022

Include RAP-related stories in
GasWorks (intranet hub).

General Manager
Corporate Affairs

20 RAP-related stories were
provided in our fortnightly GasWorks(internal) online newsletter acrossthe calendar year. Stories were
provided for key events including
National Reconciliation Week and
NAIDOC Week.

Promote RAP activities on
Yammer (internal social media
channel).

35 RAP related stories were
uploaded to Yammer across the2022 calendar year.

RAP published to intranet andinternet sites, as well as
Reconciliation Australia website.

INPEX’s Stretch RAP August 2019 July 2022 is available for viewing on
INPEX’s intranet and internet sites
and on the Reconciliation Australia
website.

December 2022

Annual RAP Report published on
INPEX Australia website https://www.inpex.com.au/news-andupdates/publications/

General Manager
Corporate Affairs

RAP Report 2022 uploaded to INPEX
Australia website in December
2022.

December 2022

Regularly review the HR Strategy
related to diversity and inclusion.

General Manager
Human Resources
and Services

INPEX Australia Diversity andInclusion: our approach 2021-2023
articulates the company’s approachto diversity and inclusion.
In addition to establishing a Diversity
and Inclusion Steering Committeewith representatives from senior
management in 2022, a Working

RAP REPORT 2022

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ActionTimeline

Deliverables

Responsibility

OutcomeGroup from across the business will
also be established in the firstquarter of 2023.

Perth personnel participated in
Reconciliation WA’s Virtual
Breakfast.

Ensure all personnel, including
management, understand the
INPEX Equal Employment
Opportunity Policy.

As per INPEX’s Equal Opportunity,
Bullying, Discrimination andHarassment Policy (0000-ANPOL-60001), all INPEX personnel are
required to undertake online Equal
Employment Opportunity (EEO)
training and assessment every two
years.

Leadership will be accountablefor demonstrating the INPEX
value of Diversity.

INPEX has implemented Diversity
and Inclusion goals for 2021-2023
for the business. These aremonitored and reported on
regularly.

Engage with Manager CSR andAboriginal Affairs Advisors tocontinuously improve our Equal
Employment Opportunity,
Discrimination and Harassment
Standard.

General Manager Corporate Affairs,
Manager CSR and Aboriginal Affairs
Advisors meet regularly with key
Human Resources team members
including Manager HR Strategy andPlanning, Senior HR Business
Partner – Diversity and Inclusionand HR Business Partner - Aboriginal
and Torres Strait Islander to review
relevant policies and standards.

Continue Equal Employment
Opportunity, Discrimination andHarassment training for all staff.

571 people have completed online
Equal Employment Opportunity,
Discrimination and Harassment
training in 2022.

NRW rollout on the CPF.

ESS Chef Shane Edwards (left) withINPEX Service Technician, Joe Malezer
enjoying a NRW-themed meal on the
FPSO.

Darwin Reconciliation week event at Aboriginal Bush
Traders.

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Respect
ActionTimeline

Deliverables

Responsibility

Outcome5. Increase
understanding,value andrecognition ofAboriginal andTorres Strait
Islander cultures,histories andknowledge throughcultural learning.

December 2022

Conduct a review of culturallearning needs within ourorganisation.

General Manager
Human Resources
and Services

As WA and the NT transition out of
COVID-19 restrictions, Aboriginal
Cultural Awareness training has
recommenced via face-to-facedelivery in Darwin and Perth. The
training continues to be mandatory
for new INPEX personnel.
INPEX personnel were encouraged
to participate in our second RAP
engagement survey and the reportwill further inform our approaches
to cultural learning within theorganisation across our next Stretch
RAP.

September 2022

Consult local Traditional Owners
and Aboriginal and Torres Strait
Islander advisors on theimplementation of a culturallearning activity.

INPEX continues to engage Kooya
Consultancy (Perth) and this year we
renewed our agreement with Cross
Cultural Consultants (Darwin) to
deliver an organisation-wide andlocation-specific, Aboriginal Cultural
Awareness Program. During 2022,
INPEX also commenced broadening
the knowledge and understandingof Aboriginal and Torres Strait
Islander peoples through filming
interviews related to Yawuru culture
with a variety of Traditional Owners
in Broome. The interviews will beshared with our workforce via theintranet.

Implement and communicate acultural learning strategy for our
staff.

INPEX has the following Guideline,
Policy and Standard in place:• Aboriginal and Torres Strait
Islander Acknowledgement
Guideline(0000-A0-GLN-60016)• Aboriginal and Torres Strait
Islander Engagement Policy(0000-A0-POL-60003)• Aboriginal and Torres Strait
Islander Engagement Standard(0000-A0-STD-60006).

Commit all RAP Working Group
members, HR managers, senior
executive group and all new staff
to undertake formal andstructured cultural learning.

All INPEX personnel are required toundertake formal and structured
cultural learning through ourAboriginal Cultural Awareness
Programs delivered by Cross
Cultural Consultants (Darwin) andKooya Consultancy (Perth).
A review of our workforce culturallearning needs will be conducted in
2023 and rolled out across WA andNT in 2024-2025.

All employees engaged for
greater than six months toundertake face-to-face
Aboriginal Cultural Awarenesstraining. Ninety per cent of staff
to complete face-to-facecultural awareness training within
six months of starting
employment.

Aboriginal Cultural Awarenesssessions delivered to 167 individuals
in 2022, within six months of themstarting employment at INPEX.

Encourage staff to participate inannual RAP engagement survey.

RAP engagement survey circulated
to INPEX workforce on 14
September. The survey had 203
responses from across the business.

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Action

6. Demonstrate
respect toAboriginal andTorres Strait
Islander peoples byobserving cultural
protocols.

Timeline

Deliverables

Responsibility

2022

Celebrate and recognise
Aboriginal and Torres Strait
Islander dates of significanceincluding:• Sorry Day (26 May)
• National Reconciliation
Week (27 May-3 June)• NAIDOC Week (3-10 July).

INPEX celebrated significant
Aboriginal and Torres Strait Islander
events across the calendar year
including Sorry Day, National
Reconciliation Week and NAIDOC
Week.
COVID-19 restrictions in WA
continued to impact some planned
activities in Perth however, activities
returned to normal in Darwin and
Broome.

December 2022

All Australian-based Vice
Presidents undertake face-toface cultural learning activities.

Eight out of eleven INPEX
Australian-based Vice Presidents
have undertaken INPEX’s Aboriginal
and Torres Strait Islander culturalawareness training. The remaining
three will undertake training in
2023.

December 2022

Invite local Elders to provide a
Welcome to Country or othersignificant cultural protocol atthree significant events eachyear, including:• National Reconciliation
Week (27 May-3 June)• NAIDOC Week (3-10 July)• Company Shu-kai events.

General Manager
Corporate Affairs

OutcomeWelcome to Country provided by
local Elders (authorised individuals)
at the following events in 2022:• Darryn Wilson was authorisedby Larrakia Elders to provide a
Welcome to Country at a
National Reconciliation Week
held in Darwin.
• NAIDOC Week by Whadjuk/
Ballardong Elder Freda Ogilvie• Company Shu kai (Town Hall)
events provided by Barry
McGuire, Nyoongar Elder.

Invite a Traditional Owner toprovide a Welcome to Country at
all major INPEX events.

Traditional Owner-authorised
representatives provided Welcome
to Country at the following major
INPEX events:• Company Shu Kai Perthprovided by Nyoongar Elder,
Barry McGuire• INPEX community events held
in Broome in May andNovember 2022, provided
respectively by Yawuru women,
Dianne Appleby and Marie
Edgar• Chair of the INPEX Larrakia
Advisory Committee, Darryn
Wilson, provided a Welcome toCountry at a NRW event in
Darwin and at a wharf
renaming ceremony at theIchthys LNG facility in Darwin,
where the wharf was renamed
to Madla Wharf Ichthys using
Larrakia language• Larrakia Elder, Bill Risk,
provided a Welcome toCountry at an INPEX hosted
SEAOCC event in Darwin .

Staff and senior leaders provide
an Acknowledgement of Country
or other appropriate protocols at
all public events and important
meetings.

Staff and senior leaders provide an
Acknowledgement of Country at all
public and important meetings. The
Aboriginal Affairs team continue tofield increased requests from acrossthe business for support withappropriate wording for
Acknowledgement of Country.

Continue to display
Acknowledgement of Country
plaques in our offices:• INPEX Darwin corporate
office• Ichthys LNG onshore
facilities• INPEX Perth head office.

Acknowledgement plaques of local
Traditional Owners in INPEX officefoyers in:• Darwin corporate office andDarwin Ichthys LNG onshore
facilities acknowledging theLarrakia people.
• Perth head officeacknowledging the Whadjuk
Nyoongar people.

RAP REPORT 2022

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ActionTimeline

Deliverables

Responsibility

Ensure opportunities areprovided for all Aboriginal andTorres Strait Islander staff toparticipate in local NAIDOC
Week events where practical.
7. Engage with
Aboriginal andTorres Strait
Islander culturesand histories bycelebrating
NAIDOC Week.

3-10 July 2022

Continue to support all staff toparticipate in at least two
NAIDOC Week events in thelocal community wherepractical.

Outcome
Aboriginal and Torres Strait Islander
staff are encouraged and supported
to engage in local NAIDOC events,
where practical.

General Manager
Corporate Affairs

Darwin personnel were encouraged
to participate in a suite of NAIDOC
activities across the Darwin
community including but not limitedto:• Larrakia Nation Flag Raisingceremony attended by
Onshore and Corporate teammembers• INPEX sponsored the Larrakia
Seniors NAIDOC luncheon
which was attended by
employees who engaged with
community members• INPEX employees participatedin the annual Jak Ah Kit
Memorial NAIDOC Golf Day in
Darwin• INPEX and contractor
employees volunteered at
NAIDOC BBQ, cooking for
more than 1000 attendees
ahead of the March NAIDOCBall• INPEX representatives attended
the Darwin NAIDOC Ball.
Perth personnel were supported toattend:• NAIDOC Opening ceremony• WA Museum Boola Bardip
Stand Up Tour• Perth NAIDOC Ball.

Increase cultural engagement
within our organisation todemonstrate appreciation ofAboriginal and Torres Strait
Islander peoples, actively
encouraging staff participation in
cultural activities.

INPEX continues to explore a varietyof cultural engagement activities ineach of the locations it operates toensure continued appreciation andunderstanding of Aboriginal andTorres Strait Islander peoples andcultures. External cultural activities
are also promoted to our workforce
via Yammer and the intranet.
This year, a “Cultural Moments”
presentation was developed for allteams to use at the commencementof meetings held during NAIDOC
week. The presentation educatedpersonnel about the history of
NAIDOC week and informed of theways in which they could
participate.

Support the Perth, Darwin and
Broome NAIDOC Committees.

INPEX continued sponsorship of
NAIDOC organisations orCommittees in Darwin, Broome andPerth.

Hold an internal NAIDOC Week
event and another event which isopen to the public annually.

The Darwin-based workforce held
their annual Damper morning tea
hosted at the onshore facilities by
ESS and also enjoyed an Aboriginalthemed menu for the duration of
the week.
INPEX supported a NAIDOC BBQ
breakfast which was held at Larrakia
Park in Darwin and open to the
public. INPEX and contractor
personnel volunteered at this event.
NAIDOC Week was also celebrated
at INPEX-operated Ichthys offshore
facilities with a damper morning tea
and a week of Aboriginal-themed
main meals.

RAP REPORT 2022

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ActionTimeline

Deliverables

Responsibility

OutcomeIn Perth, our workforce enjoyed a
Welcome to Country performed by
Whadjuk/Ballardong Elder Freda
Ogilvie and a keynote address by
Nyoongar entrepreneur Gerry
Matera prior to a Gather Foods(Aboriginal company) cateredmorning tea.

INPEX representation at the NAIDOC Ball in Darwin.

In consultation with Aboriginal
and Torres Strait Islander
stakeholders, support threeexternal NAIDOC Week events
each year, including Darwin,
Broome and Perth.

INPEX supported NAIDOC Week in
Darwin, Broome and Perth throughits sponsorship of events hosted by
Larrakia Nation Aboriginal
Corporation (Darwin), GoolarriMedia Enterprises - Kullarri NAIDOC
Festival (Broome) and NAIDOC Perth
Incorporated - NAIDOC Perth.
Events sponsored included:• Kullarri NAIDOC Festival
including Awards night inBroome• NAIDOC Balls in Darwin andPerth.
INPEX personnel attended the
NAIDOC Balls in both locations andan employee presented awards onbehalf of INPEX in Broome.

Senior staff to verbally
acknowledge NAIDOC Week andits importance at all INPEXNAIDOC Week events.

The President Director Australia,
Senior Vice Presidents, Vice
Presidents and General Managers
across INPEX’s operations strongly
support NAIDOC Week and theparticipation of staff wherepractical.

RAP Working Group to
participate in one external
NAIDOC Week event.

Perth-based RAP Working Group
members attended the NAIDOC Ballon 30 July and were encouraged toattend the Boola Bardip Stand Up
tour at the WA Museum.
Members based in Darwin were able
to attend several events including
the flag raising ceremony, annual
march and BBQ breakfast and the
NAIDOC ball and awards night.

Review HR policies andprocedures to remove barriers tostaff participating in NAIDOC
Week, where practical.

HR policies and procedures werereviewed during 2022 by Aboriginal
Affairs Advisors and Senior HR
Advisor – Diversity and Inclusion toensure there are no impediments toparticipation in NAIDOC Week.

NAIDOC Flag raising ceremony to commencecelebration in Darwin.

Young Indigenous Women’s STEM camp in Darwin.

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Opportunities
ActionTimeline

Deliverables

Responsibility

Outcome8. Improve
employmentoutcomes by
increasing
Aboriginal andTorres Strait
Islanderrecruitment,
retention andprofessional
development.

December 2022

Increase INPEX direct
employment of Aboriginal andTorres Strait Islander peoples to
36 people or three per cent of
employees.

General Manager
Human Resources
and Services

As of December 2022, there were49 Aboriginal and Torres Strait
Islander people directly employed
by INPEX.

Retain 10 Solid Pathways
Program positions across theorganisation to support
Aboriginal and Torres Strait
Islander employment outcomes.

There are currently 17 Solid
Pathways Program participants atvarying stages of completion.
The additional seven positions wereapproved by RAP Steering
Committee in recognition of
impacts of COVID-19 which stalled
advertising and engagement ofparticipants across 2020.

Prioritise the use of local
Traditional Owner networks tocirculate prospective
employment opportunities forroles in Darwin, Broome andPerth.

INPEX’s approach to advertising
employment opportunities using
mainstream mediums such as Seek
and NT News for targeted Aboriginal
and Torres Strait Islander roles, inaddition to circulating throughlocalised Traditional Owners andother local Aboriginal networks
including key Larrakia stakeholders,
universities and direct emails to
Larrakia individuals has resulted inpositive outcomes. In Perth,opportunities are circulated to key
Aboriginal and Torres Strait Islander
networks including the Centre of
Aboriginal Studies at the key WA
universities, as well as directly toindividuals.

Ensure Aboriginal and Torres
Strait Islander networks andconnections are utilised tocommunicate available
employment opportunities.

Emails providing information about
employment opportunities
distributed to key Aboriginal andTorres Strait Islander networks
including Centre of Aboriginal
Studies at the key WA and NT
universities.

Engage with Aboriginal andTorres Strait Islander staff toconsult on our recruitment,
retention and professional
development strategy.

Regular contact between Aboriginal
Affairs team members, Solid
Pathways Program participants, theirsupervisors and other Aboriginal
staff are held. The regular meetings
focus on challenges, opportunities
and career development andretention opportunities within
INPEX. In 2023, there will be agreater focus on networking
opportunities for all INPEX
Aboriginal and Torres Strait Islander
employees and ensuring greater
efforts around retention and careerdevelopment.

Advertise job vacancies toeffectively reach Aboriginal andTorres Strait Islander
stakeholders, including engaging
with the INPEX Larrakia Advisory
Committee for Darwin
opportunities.

Emails providing information about
employment opportunities are
distributed to key Aboriginal andTorres Strait Islander stakeholders
including the INPEX Larrakia
Advisory Committee, Larrakia
Development Corporation, Larrakia
Nation Aboriginal Corporation in
Darwin and Nirrumbuk Aboriginal
Corporation and Nyamba Buru
Yawuru in Broome.

Review HR and recruitment
procedures and policies toremove barriers to Aboriginal andTorres Strait Islander participationin our workplace.

INPEX continually reviews thepolicies related to Aboriginal andTorres Strait Islander employment
practices including recruitment,
mentoring, retention, career
progression, performance
management and separation of
employment.

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ActionTimeline

Deliverables

Responsibility

Outcome

Aboriginal and Torres Strait
Islander employees andcontractors to be supported totake on management and seniorlevel positions.

Career development andprogression opportunities for
Aboriginal and Torres Strait Islander
employees are reviewed as part ofthe ongoing performance
management process for all
staff. Reward and recognitionis encouraged.

Review and update an Aboriginal
and Torres Strait Islander
recruitment, retention andprofessional development
strategy.

Review of policy conducted
regularly with input from Aboriginal
and Torres Strait Islander employees,
key members of human resources
team and diversity and inclusion
representatives.

9. Increase Aboriginal
and Torres Strait
Islanderrecruitment andretention in ourthird-party
contracts.

December 2022

Employ an average of 60
Aboriginal and Torres Strait
Islander peoples through ouroperations’ subcontractors
across Ichthys LNG’s operational
life.

Vice President
Operations

Contractor employment target has
been achieved with contractors
reporting the engagement of 119
Aboriginal and Torres Strait Islander
peoples between Jan-Oct 2022.

10.Support Aboriginal
and Torres Strait
Islander peoples’
education
participation.

December 2022

Provide two tertiary-based
scholarships annually at the
University of Western Australia(UWA) for Aboriginal and Torres
Strait Islander students.

General Manager
Corporate Affairs

Two UWA scholarships awarded in
2022.

Norm Darcy, Operations Technician(Production), at the Ichthys LNG onshore
processing facility.

Increase social investment inscience, technology,
engineering, and mathematics(STEM) related initiatives in
Darwin, Broome and Perth.

In 2022, INPEX and the Ichthys Joint
Venture supported the following
STEM-related initiatives:• Arnhem, Northern andKimberley Artists (ANKA)
Aboriginal Corporation, Tools for
Reading/Writing project (digitalassistance technology-related)• Energy Club of WA – Next
Generation Program (Perth/regional WA)• Questacon, “STEM Futures”
virtual professional
development workshops forprimary and high school
teachers in the NT.

Continue to support education
initiatives in Darwin, Broome andPerth.

INPEX and the Ichthys Joint Venture
have broadened their continued
support for:• AFLNT Michael Long Leadershipand Learning Centre• Foodbank NT’s School
Breakfast program• Charles Darwin University
scholarships• UWA Aboriginal and Torres
Strait Islander Scholarships• University of Notre Dame – On
Country educational support
for Aboriginal Teaching
Assistants (students).

Solid Pathways Program Participant, Kelly
Rule in the Perth Office.

Solid Pathways Program Participant, Billy Bowles on the
Ichthys Explorer CPF.

Matt Cubis, local Larrakia
man and newly qualified
Mechanical Fitter.

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Action

11.Increase Aboriginal
and Torres Strait
Islander supplier
diversity to support
improved
economic andsocial outcomes.

Timeline

Deliverables

Responsibility

March 2022

Host an annual International
Women’s Day event which
encourages exploration of roles
within the oil and gas industry for
Aboriginal and Torres Strait
Islander women.

INPEX supported the Indigenous
Women in Mining and Resources NT
luncheon. Two Aboriginal INPEX
women from the Ichthys LNG plant
were the guest speakers and shared
their perspective on working in nontraditional roles in the energy
industry.

December 2022

Support INPEX employee
engagement in external STEM
related expos, careers fairs which
include participation ofAboriginal or Torres Strait
Islander students.

In 2022, INPEX personnel
participated in the following
initiatives:• Energy Club WA’s Next
Generation school mentoring
program, providing industryand career-related information
to years 8-10 students from 23
Perth and regional schools• AFLNT’s Michael Long Learningand Leadership Centre (MLLLC)‘The Make Your Mark program’,a week-long residential camp
for Aboriginal students fromremote communities in the NT• Career expo, hosted by Arnhem
Land Progress Aboriginal
Corporation in the communityof Ramingining• NT Department of Education’s‘Leaders of tomorrow
Aboriginal Aspirations program’• CSIRO’s Young Indigenous
Women’s STEM Academy’s first
STEM Camp.

December 2022

Review the Aboriginal and Torres
Strait Islander Business
Engagement strategy.

Vice President
Operations

OutcomeINPEX regularly reviews its
Aboriginal and Torres Strait IslanderBusiness Engagement Strategy.

Develop opportunities for
procurement of goods andservices from Aboriginal andTorres Strait Islander owned
businesses.

In addition to reviewing sourcing
strategies for potential supply
opportunities, INPEX is actively
reviewing opportunities to increase
the number of Aboriginal and Torres
Strait Islander owned businesses
registered for direct use within its
Supply Chain Systems Vendor
master. This is expected to lead topotential further opportunities forengagement of Aboriginal andTorres Strait Islander owned
businesses directly with INPEX.

Encourage the engagement of
Aboriginal and Torres Strait
Islander owned businesses
through the Northern Territory
Indigenous Business Network(NTIBN) or through the Northern
Territory Industry Capability
Network (ICNNT) Ichthys ProjectAboriginal and Torres Strait
Islander Business Directory.

INPEX continues to utilise the
ICNNT and Ichthys ProjectAboriginal and Torres Strait IslanderBusiness Directory for identificationof capable businesses.

Sponsor selected Aboriginal andTorres Strait Islander businessfocused workshops which
increase capabilities ofbusinesses to tender for and beawarded Project Packages.

INPEX sponsored the Broome
Chamber of Commerce andIndustry to support capacity building
initiatives in Broome, including a
local capability register/concierge
service and a series of business
improvement workshops including
business and project planning,understanding OHS laws andsafety/risk management etc.

Continue to support Aboriginal
and Torres Strait Islander owned
business engagement as a corebusiness policy.

Contracting and Procurement
sourcing strategies include therequirement for consideration ofpotential opportunities for
Aboriginal and Torres Strait Islander
owned businesses.

RAP REPORT 2022

11

ActionTimeline

MLLLC – Onshore Operations General Manager,
Dave Dann.

Deliverables

Responsibility

OutcomeTarget a 50 per cent increase on
the current number of individual
majority-owned Aboriginal andTorres Strait Islander businesses
that have been awarded
contracts by INPEX and its
Contracting partners for the
Operations Phase from 8-12.
Target a total spend over thethree years of greater than A$ 1
million.

Since the start of the current RAP,
the business contracting target has
been met with the engagement of
23 Aboriginal and Torres Strait
Islander majority owned andcontrolled businesses awarded work
to the value of more than A$ 13
million.

Build capacity of Aboriginal andTorres Strait Islander owned
businesses to realise
opportunities within supply chain
through investment in
partnerships with relevant local
Chamber of Commerce andIndustry in Darwin, Broome andPerth.

INPEX supported capacity buildingof Aboriginal and Torres Strait
Islander-owned businesses throughsponsorship of Broome Chamber ofCommerce and Industry.

Continue sponsorship of theNorthern Territory Indigenous
Business Network.

INPEX continued to proactively
engage with NTIBN regarding newsponsorship opportunities Northern
Territory Indigenous BusinessNetwork in 2022.

Review and update procurement
practices to remove barriers to
procuring goods and services
from Aboriginal and Torres Strait
Islander businesses.

Procurement process has beenreviewed to ensure thatconsideration is given to identifying
potential opportunities for
Aboriginal and Torres Strait Islanderbusiness in sourcing strategies.

Train all relevant staff incontracting Aboriginal andTorres Strait Islander businesses
through Supply Nation or anequivalent organisation.

INPEX’s Supply Chain Sustainability
Principal is the focal point relevant
to Aboriginal and Torres Strait
Islander business engagement.
Supply Chain Sustainability Principal
is also a company key contact forengagement with NT Indigenous
Business Network and Industry
Capability Network NT.

Career Fair at Ramingining.

Aboriginal Aspirations – Leaders of Tomorrow program.

RAP REPORT 2022

12

GovernanceActionTimeline

Deliverables

Responsibility

Outcome12. Steering
Committee
oversees RAP
development,
implementation
and review.

December 2022

Meet at least twice per year.

General Manager
Corporate Affairs

Steering Committee met:
• 3 March• 9 May• 8 August• 5 December.

November 2022

Steering Committee supports
annual review of RAP andapproves additional actions.

Quarterly 2022

Meets at least four times per year
to monitor, review and report on
progress.

June 2022

Ensures Aboriginal and Torres
Strait Islander peoples are
represented on the RWG.

RWG includes six Aboriginal andTorres Strait Islander individuals.
Three in Darwin and three in Perth.

November 2022

Maintain and revise a RWG Termsof Reference annually.

RWG Terms of Reference reviewed
and updated in 2022.

December 2022

Senior Management to ensure
annual review of company
practice on engagement with
Aboriginal and Torres Strait
Islander communities.

13. RAP Working
Group (RWG)
develops,
implements,
monitors andreviews actions.

14. Provide
appropriate
support foreffective
implementation of
RAP
commitments.

RAP Report circulated to RAP
Steering Committee before
distribution to Reconciliation
Australia and upload to the INPEX
website.
General Manager
Corporate Affairs

General Manager
Corporate Affairs

RWG met:• 23 February• 27 April• 27 July• 15 November.

The Aboriginal and Torres Strait
Islander Engagement Plan isreviewed annually by the Aboriginal
Affairs team and approved by theGeneral Manager Corporate Affairs.

June 2022

Appoint an internal RAP
Champion from Corporate andOperations management.

Vice President Corporate continued
in role of internal RAP Champion.

December 2022

RAP Steering Committee
includes representation from
Senior Management.

RAP Steering Committee includes:• President Director Australia• Senior Vice President
Corporate• Senior Vice President
Operations• Vice President Corporate• Vice President Operations• General Manager Contracts
and Procurement• General Manager Human
Resources and Services• General Manager HSE• General Manager Corporate
Affairs• Manager Corporate Social
Responsibility• Specialist Aboriginal Affairs
Consultant.

Embed key RAP actions in
performance expectations ofsenior management and all staff.

In 2022, RAP commitments wereembedded into INPEX businessgoals. Progress was monitored andreported periodically.

Delivery of RAP actions arecascaded from Senior
Management down to staff aspart of Performance Review
process. This includes mid andend of year reviews.

Individuals’ goals are set aligning tocompany-wide business goals.
Progress of individual performanceswere reviewed periodically.

RAP REPORT 2022

13

ActionTimeline

Deliverables

Responsibility

Outcome15. Buildaccountability andtransparency
through reporting
RAP achievements,
challenges andlearnings bothinternally andexternally.

30 September
2022

Complete and submit the annual
RAP Impact Measurement
Questionnaire to Reconciliation
Australia.

General Manager
Corporate Affairs

RAP Impact Measurement
Questionnaire response submitted
to Reconciliation Australia on 28
September.

Quarterly 2022

Report RAP progress to all staff
and senior leaders quarterly.

Quarterly RAP progress reports were
published on Intranet and madeavailable to all personnel in 2022.

November 2022

Publicly report against our RAP
commitments annually, outlining
achievements, challenges andlearnings.

RAP Report 2022 uploaded to INPEXinternet site and copy emailed toReconciliation Australia prior to 31
December 2022.

May 2022

Investigate participating in
Reconciliation Australia’s biennial
Workplace RAP Barometer.

June 2022

Register via Reconciliation
Australia’s website to begin
developing our next RAP.

16. Continue ourreconciliation
journey bydeveloping ournext RAP.

Development of Stretch RAP
2023–2025 was progressed
throughout 2022 with aim to launchin early 2023.

RAP REPORT 202214