RAP Report 2021
These actions help INPEX fulfil our 2021 Stretch Reconciliation Action Plan (RAP) commitments. They build upon ourprevious efforts and are consistent with the requirements of Reconciliation Australia’s Stretch RAP framework.

Relationships
ActionTimeline

Deliverables

Responsibility

Outcome

Build relationships
through celebrating
National
Reconciliation
Week (NRW).

27 May - 3 June
2021

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 digital #MoreThanAWord
Yammer posts:• Truth telling and hidden
histories external NRW event• Promoted staff engagement
in a #MoreThanAWord
competition with giftbasket prizes
Events:• NRW Breakfast hosted by
Reconciliation WA• Reconciliation WA Walk
• Online event- Nyoongar Elder
Irene Stainton interview with
the Hon. Rosie Sahanna MLC

Register all our NRW eventson 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. For Perth based
staff, this included the Walk for
Reconciliation and the Truth-Tellingand Hidden Histories event at the
WA Museum Boola Bardip.

RAP Working Group members
to participate in one external
NRW event.

Perth based RAP Working Group
members participated in thefollowing NRW events:•
Morning tea hosted by
Curtin University•
Breakfast hosted by
Reconciliation WA•
NRW event hosted by South 32•
Reconciliation WalkRAP REPORT 2021

1

ActionTimeline

Build relationships
through celebrating
National
Reconciliation
Week (NRW).

Maintain and leverage
mutually beneficial
relationships
with Aboriginal
and Torres Strait
Islander peoples,organisations andcommunities tosupport positive
outcomes.

December
2021

Deliverables

Responsibility

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

In Perth, the Hon. Rosie Sahanna MLC
was interviewed to talk about her
career and her passion for looking after
issues affecting Aboriginal and Torres
Strait Islander peoples. This interview
was made available to all INPEX
personnel via online video on 1 June.

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

INPEX purchased four hampers
containing a variety of native products
which were used to reward staff forparticipation in NRW events. Two werepurchased from the Foundation for
Indigenous Sustainable Health (FISH)
for Perth based workforce and two
from Songlines for Darwin
based workforce.

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

Workforce provided with resources andweblinks via intranet article promoting
NRW on 12 May.

Develop and implement
annual Aboriginal and/or 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 withother Aboriginal and/or
Torres Strait Islander groups
in Darwin, Broome and Perthto provide cultural advice
and guidance.

INPEX Larrakia Advisory Committee
meetings held 24 February, 19 May,
8 September and 17 November.

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

Darwin Aboriginal stakeholder
engagement meetings held in February,
May, September and November.
In Broome, Aboriginal stakeholder
engagement meetings held in April,
September and October.

Continue to maintain four
formal two-way partnerships
with Aboriginal and/or Torres
Strait Islander communities
or organisations in areasin which we operate andcommit to meet with each atleast two times per year.

•

In Broome, engagements were heldwith key stakeholders including
Nirrumbuk Aboriginal Corporation,
Djarindjin Aboriginal Corporation
and Nyamba Buru Yawuru in April,
September and October.

•

Meetings held each quarter with
Northern Territory based Larrakia
Nation Aboriginal Corporation and
Larrakia Development Corporationand the INPEX Larrakia Advisory
Committee
Continued to engage with
Djarindjin Aboriginal Corporation
regarding INPEX and Ichthys LNG
business activities and met in April
and September.

RAP REPORT 2021

2

ActionTimeline

Deliverables

Responsibility

OutcomePromotereconciliation
through our sphereof influence.

27 May – 3 June
2021

Publicly communicate ourcommitment to reconciliation.

General Manager
Corporate Affairs

INPEX publicly communicates its
commitment to reconciliation
through our second Stretch RAP.
This document is available via the
Reconciliation Australia website and
INPEX’s intranet and internet.
Additionally, our commitment canbe seen in INPEX’s Deadly Yarns
publication which is produced twicea year and distributed to key internaland external stakeholders.
INPEX also circulates reconciliationrelated stories and commitments via
our social networking pages such as
Facebook, Yammer, Instagramand LinkedIn.

June 2021
September 2021

Implement strategies topositively influence ourexternal stakeholders to drive
reconciliation outcomes.

INPEX has positively influenced
our external stakeholders to drive
reconciliation outcomes throughthe provision of advice and othercultural presentations. Stakeholders
supported include:- PHI International (SAR
Cadet Program)- Northern Territory Indigenous
Business Network- Energy Club WA

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

INPEX personnel are encouraged tosupport community organisationsin their respective communities. In
Darwin, personnel from INPEX andits contractors volunteered support
at the NAIDOC BBQ breakfast
in Darwin.

Collaborate with four likeminded organisations to
implement ways to advancereconciliation.

INPEX advances our reconciliation
journey through ongoing andactive collaboration with Kooya
Consultancy (Perth), Cross Cultural
Consultants (Darwin), Reconciliation
Australia and INPEX contractors.

Produce Deadly Yarns
publication two times per year
for distribution to internal (INPEX
staff, contractors) and external
stakeholders (Aboriginal and/or
Torres Strait Islander individuals,organisations, businesses,
government representatives, andnot-for-profit organisations).

General Manager
Corporate Affairs

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

RAP REPORT 2021

3

ActionTimeline

Deliverables

Responsibility

OutcomePromotereconciliation
through our sphereof influence (cont).

September 2021

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

General Manager
Corporate Affairs

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

December 2021

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

22 RAP related stories were
uploaded to Yammer across the2021 calendar year.

RAP published to intranet
and internet 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.

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

General Manager
Corporate Affairs

RAP Report 2021 uploaded to INPEX
Australia website in December 2021.

INPEX’s Mark Wilson, Sue Towart, Roland Houareau and Irene
Stainton with NT Indigenous Business Network’s Stephen Cardona,
Network Advisor.

RAP REPORT 2021

4

ActionTimeline

Deliverables

Responsibility

OutcomePromote an inclusive
working environment
characterised bypositive interculturalawareness andappreciation.

December
2021

Regularly review the HR Strategy
concerned with diversity
and inclusion.

General Manager
Human
Resources andBusiness Services

INPEX Australia Human Resources
Strategy 2019 - 2023: The next
phase - transforming into steadystate production informs INPEX’s
approach to diversity and inclusion.
INPEX’s five global values which
includes Diversity, underpins INPEX
Australia’s guiding principles.
INPEX continues to share thecompany’s approach to Diversity
and Inclusion via a video andbrochure which was shared widely
across the business as well as inmanagement briefing sessions.
Increasing visibility and awarenessabout the company’s commitmentin this space is one way ofcontributing to the development of
an inclusive work environment.

Deadly Yarns published twice per year
celebrating Aboriginal and Torres Strait
Islander peoples, organisations andbusinesses that we engage with.

Ensure all employees, including
management, understandthe 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 established Diversity andInclusion goals for 2019 - 2021.
These are monitored and reported
on regularly.

Engage with Manager Aboriginal
Affairs and Aboriginal Affairs
Advisors to continuously
improve our Equal Employment
Opportunity, Discrimination andHarassment Standard.

General Manager, Corporate Affairs,
Manager CSR and Aboriginal Affairs
Advisors meet regularly with key
Human Resources team members
to review key 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 2021.

INPEX, TRACE and ESS Compass personnel supported the
BBQ breakfast after the annual NAIDOC marchin Darwin.

Nyoongar Elder, Irene Stainton interviewed the Hon. Rosie
Sahanna MLC to share Rosie’s experiences with INPEX personnel.

RAP REPORT 2021

5

Respect
ActionTimeline

Deliverables

Responsibility

OutcomeIncrease
understanding, value
and recognition ofAboriginal and/or
Torres Strait Islander
cultures, histories andknowledge throughcultural learning.

December
2021

Conduct a review of culturallearning needs within
our organisation.

General Manager
Human Resources
and Business
Services

Cultural Awareness continues to be
mandatory for new INPEX personnel
in addition to cultural learning
opportunities being provided across theyear to the broader workforce although
there were fewer opportunities for faceto-face learning due to COVID-19.
In addition, INPEX personnel
participated in a RAP engagement
survey this year which was used togauge interest in furthering culturallearning within the organisation.

Consult local Traditional
Owners and/or Aboriginal andTorres Strait Islander advisorson the implementation of acultural learning activity.

INPEX continues to engage Kooya
Consultancy (Perth) and Cross Cultural
Consultants (Darwin) to deliver anorganisation-wide, location specific,
Aboriginal Cultural Awareness Program.

Implement and communicate
a cultural learning strategy forour 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.

All employees engaged for
greater than six months
to undertake face-to-face
Aboriginal Cultural Awarenesstraining. Ninety per cent ofstaff to complete face-to-facecultural awareness training
within six months ofstarting employment.

Aboriginal Cultural Awareness sessionsdelivered to 142 individuals in 2021.

September
2021

Encourage staff to participate
in annual RAP engagement
survey.

RAP engagement survey circulated to
INPEX workforce on 6 September. The
survey had 229 responses from acrossthe business.

2021

Celebrate and recognise
Aboriginal and Torres Strait
Islander dates of significanceincluding:- Sorry Day (26 May)
- National Reconciliation Week
(27 May – 3 June)- NAIDOC Week (July)INPEX celebrated significant Aboriginal
and Torres Strait Islander events acrossthe calendar year including Sorry Day,
National Reconciliation Week and
NAIDOC Week.

Perth-based RAP Working Group
members participated in the Wanju
Boorloo Cultural Tour in Perth CBD on
1 December.

Ongoing COVID-19 restrictions have
impacted some planned activities in
Perth, Darwin and Broome.

RAP REPORT 2021

6

ActionTimeline

Deliverables

Responsibility

OutcomeDemonstrate
respect toAboriginal and/or
Torres Strait Islander
peoples byobserving cultural
protocols.

December 2021

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

GeneralManager
Corporate
Affairs

Welcome to Country provided
by local Elders (or individuals
authorised to do so by Elders) at thefollowing events in 2021:- National Reconciliation Week
- NAIDOC Week
- Company Shu-kai(Town Hall) events provided by:- Irene Stainton, Nyoongar Elder- Robyn Collard, Nyoongar Elder- Marie Taylor, Nyoongar ElderEngage with
Aboriginal and/or
Torres Strait Islander
cultures and histories
by celebrating
NAIDOC Week.

4-11 July 2021

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

Traditional Owner-authorised
representatives invited and provided
Welcome to Country at thefollowing major INPEX events:- Company Shu-kai Perth provided
by Nyoongar Elders Irene Stainton,
Robyn Collard and Marie Taylor.
- INPEX-sponsored Broome
Chamber of Commerce andIndustry events provided by Yawuru
woman, Natalie Dean.

Staff and senior leaders provide an
Acknowledgement of Country orother appropriate protocols at all
public events andimportant meetings.

Staff and senior leaders provided
Acknowledgement of Country at
all public and important meetings.
On a positive note, the Aboriginal
Affairs team fielded an increased
number of requests from acrossthe business seeking support for
appropriate wording to conduct an
Acknowledgement of Country.

Continue to display
Acknowledgement of Country
plaques in our offices:- Darwin corporate office- Darwin ILNG onshore facilities- Perth head office.

Acknowledgement plaques of local
Traditional Owners in INPEX officefoyers in:- Darwin corporate office andDarwin ILNG onshore facilities
acknowledging the Larrakia people- Perth head office acknowledging
the Whadjuk Nyoongar people.

Ensure opportunities are provided
for all Aboriginal and/or Torres
Strait Islander staff to participate inlocal NAIDOC Week events,
where practical.

GeneralManager
Corporate
Affairs

Aboriginal and Torres Strait Islander
staff are supported to engage inlocal NAIDOC events,
where practical.

Continue to support all staff
to participate in at least two
NAIDOC Week events in the local
community, where practical.

Darwin personnel were encouraged
to participate in a suite of NAIDOC
activities across the Darwin
community. Unfortunately, due to asnap COVID-19 lockdown in Perth,many of the NAIDOC activities
were cancelled.

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

INPEX is continuing to explore avariety of cultural engagement
activities in each of the locations it
operates. In Perth, 16 tickets to local
Aboriginal cultural tours in the CBD
were provided to staff as a prize forparticipation in NAIDOC
Week activities.

RAP REPORT 2021

7

ActionTimeline

Deliverables

Responsibility

Outcome

Support the Perth, Darwin and
Broome NAIDOC Committees.

INPEX continued financial sponsorship of
NAIDOC organisations or Committees in
Darwin, Broome and Perth.

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

• The Darwin-based workforce held theirannual Damper morning tea hosted at theonshore facilities by Compass.
• INPEX sponsored the NAIDOC BBQ
breakfast which was held in a Darwin
park and open to the public. INPEX andcontractor personnel volunteered at
this event• NAIDOC Week was also celebrated at
INPEX-operated Ichthys offshore facilities
with a damper morning tea and a week ofAboriginal themed main meals.

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

INPEX supported NAIDOC Week in Darwin,
Broome and Perth through its sponsorshipof events hosted by Larrakia Nation
Aboriginal Corporation (Darwin), GoolarriMedia Enterprises - Kullarri NAIDOC
Festival (Broome) and NAIDOC Perth
Incorporated - NAIDOC Perth.
Events sponsored included:• Awards night in Broome• NAIDOC Balls in Darwin and PerthINPEX personnel attended the NAIDOC
Balls in both locations.

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

President Director Australia, Senior Vice
Presidents, Vice Presidents and General
Managers across INPEX’s operations
strongly supported NAIDOC Week and theparticipation of staff where practical.

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

Perth-based RAP Working Group members
attended the NAIDOC Ball. Members basedin Darwin attended several events including
the flag raising ceremony, annual marchand BBQ breakfast and the NAIDOC balland awards night.

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

HR policies and procedures were reviewed
during 2021 by Aboriginal Affairs Advisorsand members of Human Resources team.

RAP REPORT 2021

8

Compass personnel, John Edwards and Adam Fitzgerald, preparing
to celebrate NAIDOC week with Aboriginal themed food on the
Ichthys Venturer (FPSO).

Yawuru Traditional Owners led the annual NAIDOC march in
Broome during this this year’s Kullarri NAIDOC Festival.
Photo courtesy Goolarri Media.

Opportunities
ActionTimeline

Deliverables

Responsibility

Outcome

Improve employmentoutcomes by
increasing Aboriginal
and/or Torres Strait
Islander recruitment,
retention andprofessional
development.

December
2021

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

General Manager
Human Resources
and Business
Services

As of November 2021, there were 36
Aboriginal and Torres Strait Islander people
employed by INPEX.
Strategies to increase ATSI employment
were discussed at the RAP Steering
Committee in February 2021.
5 Solid Pathways participants transitioned
to permanent roles.

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

Due to INPEX not meeting the deliverable
to retain 10 Solid Pathways positionsin 2019 and 2020, the RAP Steering
Committee committed to 15 roles in 2021.
12 roles have been filled, 3 remaining roles
are at due diligence or offer stage.
The roles are based in the Darwin andPerth offices and in the onshore andoffshore facilities.

Prioritise the use of local
Traditional Owner networks
to circulate prospective
employment opportunities forroles in Darwin, Broome
and Perth.

In addition to using mainstream mediums
such as Seek and NT News to promote
employment opportunities for Aboriginal
and Torres Strait Islander peoples, INPEX
uses localised Traditional Owners andother local Aboriginal networks. In Darwin,
this includes circulating the roles via key
Larrakia stakeholders, universities anddirect emails to Larrakia individuals. Emails
about the Solid Pathways Program andother roles are distributed to key networks
and stakeholders including the Centre of
Aboriginal Studies at the key WA and NT
universities as well as directly
to individuals.

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

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

RAP REPORT 2021

9

ActionTimeline

Deliverables

Responsibility

OutcomeEngage 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 (ATSI employees),
their supervisors and other Aboriginal
staff are held. The regular meetings focus
on challenges, opportunities, careerdevelopment and retention opportunities
within INPEX. In 2022, there will be a greater
focus on networking opportunities for all
INPEX Aboriginal and Torres Strait
Islander employees.

Advertise job vacancies toeffectively reach Aboriginal
and Torres Strait Islander
stakeholders, including
engaging with the INPEX
Larrakia Advisory Committee forDarwin opportunities.

Emails providing information about
employment opportunities are distributed
to key Aboriginal and Torres 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
and Torres Strait Islander
participation in our workplace.

INPEX continually review the policies related
to Aboriginal and Torres Strait Islander
employment practices including recruitment,
mentoring, retention, career progression,
performance management and separationof employment.

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

Career development and progression
opportunities for Aboriginal and Torres Strait
Islander employees are reviewed as partof the ongoing performance management
process for all staff. Reward and recognitionis encouraged.

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

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

Solid Pathways Program participants,
Patrick Long, Bruce Jarmyn and Riley Majid
commenced in 2021.

Subcontractor, Larrakia Development
Corporation, working with contractor TRACEJV at the Ichthys onshore facility.

Broome local Aboriginal man Sonny Dann(far left) commenced a SAR Cadetship with
contractor PHI International in 2021.

RAP REPORT 2021

10

ActionTimeline

Deliverables

Responsibility

OutcomeIncrease Aboriginal
and Torres
Strait Islander
recruitment
and retention in
our third-party
contracts.

December
2021

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

Vice President
Operations

Contractor employment target has beenachieved with contractors reporting theengagement of 102 Aboriginal and Torres
Strait Islander peoples as at end of
September 2021.

Support Aboriginal
and Torres Strait
Islander peoples’
education
participation.

December
2021

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 2021.
Both recipients are undertaking a Bachelor
of Biomedical Science.

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

In 2021, INPEX and Ichthys LNG joint
venture supported the following STEMrelated initiatives:•
Charles Darwin University
Scholarships (Darwin)•
Arnhem, Northern and Kimberley Artists(ANKA) Aboriginal Corporation, Tools
for Reading/Writing project (digitalassistance technology-related)•
Energy Club of WA – Next Generation
Program (Perth)•
Questacon, “STEM Futures” virtual
professional development workshops
for primary and high school teachers in
the NT and WA.

Continue to support education
initiatives in Darwin, Broome
and Perth.

INPEX and Ichthys LNG joint venture has
broadened its continued support for:•
AFLNT Michael Long Leadership &Learning Centre•
Foodbank NT’s School
Breakfast program•
Charles Darwin University scholarships•
UWA Aboriginal Scholarships•
University of Notre Dame – On
Country educational support for
Aboriginal Teaching Assistant (students)•
Kimberley Education Regional Office,Careers-related website & PPE initiative•
Broome Business Youth Job Exchange•
Career Development is Everybody’s
Business (Broome).

March 2021

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 sponsored the Celebrating Aboriginal
and Torres Strait Islander Women’s Voices
event which was held at Crown Perth on
Monday 8 March. INPEX hosted a table
and attendees included several of ourfemale Aboriginal and Torres Strait Islander
personnel.

December
2021

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

INPEX personnel supported the Broome
Business Youth Job Exchange, theResources Technology Showcase in Perthand the Career Development is Everybody’s
Business events in 2021.

RAP REPORT 2021

11

ActionTimeline

Deliverables

Responsibility

OutcomeIncrease Aboriginal
and Torres Strait
Islander supplier
diversity tosupport improved
economic andsocial outcomes.

December
2021

Review the Aboriginal andTorres Strait Islander Business
Engagement strategy.

Vice President
Operations

INPEX regularly reviews its Aboriginal andTorres Strait Islander Business
Engagement Strategy.

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

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

Encourage the engagementof Aboriginal and Torres Strait
Islander owned businesses
through the Northern Territory
Indigenous Business Network(NTIBN) or through theNorthern Territory Industry
Capability Network (ICNNT)
Ichthys Project Aboriginal andTorres Strait IslanderBusiness Directory.

INPEX continues to utilise the ICNNT and
Ichthys Project Aboriginal and Torres Strait
Islander Business Directory for identificationof capable businesses.

Sponsor selected Aboriginal
and Torres Strait Islanderbusiness focused workshops
which increase capabilities ofbusinesses to tender for and beawarded Project Packages.

INPEX sponsored:•
The Northern Territory Indigenous
Business Network with silver
sponsorship of the 10th Aboriginal
Economic Development Forum (AEDF)
in Alice Springs. The AEDF provides anopportunity for NT Aboriginal and Torres
Strait Islander businesses to showcase
their products and services overthree days.
•
The Broome Chamber of Commerceand Industry to support capacity building
initiatives in Broome which included
hosting 2-3 business improvement
workshops focussing on EOI andtender writing.

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

Ongoing action.

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

Since the start of the current RAP, thebusiness contracting target has been met
with the engagement of 19 Aboriginal or
Torres Strait Islander majority owned, andcontrolled businesses awarded contracts tothe value of more than AUD$10.1M.

RAP REPORT 2021

12

ActionTimeline

Deliverables

Responsibility

Outcome

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

INPEX supported capacity building of
Aboriginal and Torres Strait Islander-owned
businesses through sponsorship of:•
10th Aboriginal Economic Development
Forum in Alice Springs.
•
Broome Business Excellence Awards Broome Chamber of Commerce andIndustry.
•
Chief Minister’s NT Export and Industry
Awards - Chamber of Commerce NT:
Sponsored the Indigenous Business of
the Year Award.
•
Partnered with the Broome Chamberof Commerce and Industry to support
capacity building initiatives in Broome.

Continue sponsorship of theNorthern Territory Indigenous
Business Network.

INPEX continued its sponsorship of theNorthern Territory Indigenous BusinessNetwork in 2021.

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

Procurement process has been amended
to ensure that consideration is given to
identifying potential opportunities for
Aboriginal and Torres Strait Islander businessin annual sourcing strategies and for
unplanned sourcing.

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

INPEX AIP Principal is the supply chain focal
point relevant to Aboriginal and Torres Strait
Islander business engagement. AIP Principal isalso a company key contact for engagementwith NT Indigenous Business Network andIndustry Capability Network NT.

GovernanceActionTimeline

Deliverables

Responsibility

OutcomeSteering
Committee
oversees RAP
development,
implementation
and review.

December
2021

Meet at least twice per year.

General Manager
Corporate Affairs

Steering Committee met:
- 8 February- 4 May- 24 August- 3 December

November
2021

Steering Committee supports
annual review of RAP andapproves additional actions.

RAP Working
Group develops,
implements,
monitors andreviews actions.

Quarterly
2021

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

June 2021

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

Working Group includes five Aboriginal andTorres Strait Islander individuals. Two in
Darwin and three in Perth.

November
2021

Maintain and revise a RWG
Terms of Reference annually.

RWG Terms of Reference reviewed andupdated in 2021.

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

Working Group met:
- 22 April- 12 August- 1 December

RAP REPORT 2021

13

ActionTimeline

Deliverables

Responsibility

Outcome

Provide appropriate
support for effective
implementation of RAP
commitments.

December
2021

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

General Manager
Corporate Affairs

The Aboriginal and Torres Strait Islander
Engagement Plan is reviewed annuallyby the Aboriginal Affairs team andapproved by the GM Corporate Affairs.

June
2021

Appoint an internal RAP
Champion from Corporate andOperations management.

Vice President Corporate continued inrole of internal RAP Champion.

December
2021

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 Business Services•
General Manager, Corporate Affairs•
Manager, Corporate Social
Responsibility

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

This deliverable is in discussion by
management with outcomes expected
in 2022.

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

This deliverable is in discussion by
management with outcomes expected
in 2022.

Build accountability
and transparency
through reporting
RAP achievements,
challenges and learnings
both internallyand externally.

Continue ourreconciliation journey bydeveloping our next RAP.

30
September
2021

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

General Manager
Corporate Affairs

RAP Impact Measurement Questionnaire
submitted to Reconciliation Australia on
30 September.

Quarterly
2021

Report RAP progress to all staff
and senior leaders quarterly.

Quarterly RAP progress reports were
published on Intranet and made available
to all staff and senior leaders in 2021.

November
2021

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

RAP Report 2021 uploaded to INPEXinternet site in December.

May 2022

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

Biennial Workplace RAP Barometer due
in 2022.

June 2022

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

Planning for our next RAP (2023 – 2025)
commenced in November 2021.

RAP REPORT 2021

14