ABN 61 058 454 569
ICON ENERGY LIMITED
2015 Annual Report
21
CORPORATE GOVERNANCE STATEMENT
2014 – 2015 Diversity Objectives
To support and promote the Company’s Diversity Policy
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
Results
In place
In place
In place
To be achieved. Senior management numbers
were reduced and no new senior management
positions were available in the 2014-15 year
Achieved. Retention of female employees was
proportionally higher in the 2014-15 year
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.
• Them to act honestly and with integrity and fairness in all
dealings with each other and third parties;
• Compliance with all laws and regulations which govern
the group and its operations; and
• Avoidance or management of conflicts of interest.
The Company has a process in place for Directors,
employees and third parties to report potential breaches of
the Code of Conduct and Ethics.
CODE OF CONDUCT AND ETHICS
The standard of behaviour required of Icon Energy’s
Directors and employees, as well as of contractors engaged
to perform work on behalf of the Company requires:
2015 – 2016 Diversity Objectives
To support and promote the Company’s Diversity Policy, including, where reasonably practicable,
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
Results
In place
In place
In place
To be achieved
when positions arise
To be achieved
PRINCIPLES OF CONDUCT
Further general principles of conduct under the Company’s
Code of Conduct and Ethics, include:
• Ethical and responsible business practices;
