Icon Energy Limited Annual Report 2016

17 ICON ENERGY ANNUAL REPORT 2016 CORPORATE GOVERNANCE STATEMENT The Company applies its Diversity Policy to all Icon Energy Limited’s Directors and employees, including contractors and consultants acting on the Company’s behalf. The Policy covers and includes the recruitment and selection process, terms and conditions of employment including pay, promotion, work assignment and training as well as any other aspect of employment. Key principles of the Policy include: − We treat all employees, prospective employees, partners, contractors, consultants and suppliers fairly and equally; − We promote a corporate culture that values diversity and tolerates differences; − We recruit employees and Directors impartially from a diverse field of suitably qualified candidates; − Our recruitment process is designed to ensure that the best people are chosen for the right positions; and − We provide learning and development strategies and opportunities to develop skills and experience of employees for career advancement. Details of the Policy are set out under the Corporate Governance section on the Company’s website. Company – wide assessment Board Management Employees Born in Australia 67% 33% 44% Born Overseas 33% 67% 56% Male 100% 100% 33% Female – – 67% Aged 21 to 30 years – – 11% Aged 31 to 40 years – – 33% Aged 41 to 50 years 17% – 22% Aged over 50 years 83% 100% 33% The Diversity Policy includes a commitment to promoting gender diversity each year. The 2015/16 objectives were measured as follows: 2014-2015 Diversity Objectives Results To support and promote the Company’s Diversity Policy In place To ensure that candidate lists for permanent employee positions are recognisably diverse by age, sex or ethnicity In place To consider diversity when reviewing Board succession plans with the aim to improve gender representation and diversity In place To increase the representation of women in senior management roles by ensuring that any interview process includes male and female candidates to be interviewed for a senior executive position To be achieved. No new senior management positions were available in the 2015-16 year To ensure the voluntary turnover in female employees is no greater than organisation turnover levels Achieved 2016 – 2017 Diversity Objectives To support and promote the Company’s Diversity Policy, including, the identification of additional suitably qualified external female candidates To ensure that candidate lists for permanent employee positions are recognisably diverse by age, sex or ethnicity To consider diversity when reviewing Board succession plans with the aim to improve gender representation and diversity To increase the representation of women in senior management roles by ensuring that any interview process includes male and female candidates to be interviewed for a senior executive position To ensure the voluntary turnover in female employees is no greater than organisation turnover levels ETHICAL STANDARDS The aim of the Company is to ensure that all Directors, managers and employees act with integrity and promote ethical and responsible behaviour which will enhance the reputation and performance of the Group. The Company has an approved Code of Conduct and Ethics and a Share Trading Policy. A copy of these Policies and all Corporate Governance information, can be found in the Corporate Governance Section on the Company’s website.