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ICON ENERGY LIMITED
2015 Annual Report ABN 61 058 454 569
CORPORATE GOVERNANCE STATEMENT
DIVERSITY
A key goal of the Board and Management is to contribute
positively to the success of the Company by promoting
a high performance culture that draws on the diverse
and relevant experience, skills, expertise, perspectives
and the unique personal attributes of its Board members
and employees. As an employer, we are committed to
managing diversity by reflecting our Company values of
respect, integrity, honesty and personal commitment in
maintaining and valuing the differences a diverse workforce
brings.
The Company applies its Diversity Policy to all Icon Energy
Limited 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.
The Diversity Policy includes a commitment to promoting
gender diversity each year. The 2014/15 objectives were
measured as follows:
PERFORMANCE EVALUATION
A formal performance evaluation of the Board, each
Committee of the Board, the Chairman and individual
Directors was undertaken during the reporting period. As
part of that review, the Board reviewed its composition and
skills set to ensure it has the necessary skills to pursue the
Company’s strategic objectives.
The Managing Director and Senior Executives participate
in annual performance reviews. Performance is measured
against key performance indicators relevant to the
Company’s strategic, operational and business objectives
and to each of the Managing Director’s and Senior
Executive’s specific roles.
A performance evaluation for the Managing Director
and Senior Executives was undertaken for the current
reporting period in accordance with the process set by the
Remuneration, Nomination and Succession Committee and
as approved by the Board.
A summary of the performance evaluation process can
be viewed in the Corporate Governance section of the
Company’s website.
Board
Employees
Management
100%
84%
16%
11%
33% 23% 33%
0% 0%
0% 0% 0%
21-30 yrs 31-40 yrs 41-50 yrs 50+
Board
Employees
Management
67%
67%
55%
33%
33%
45%
Born in Australia Born Overseas
Board
Employees
Management
100%
100%
67%
0%
0%
33%
Male Female
