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Whitehaven Coal Limited : Annual Report 2013
81 Whitehaven Coal Limited Annual Report 2013 In response to these objectives the Company: • completed Diversity Awareness Training for management personnel with further training for operational personnel being conducted. • conducted a review of pay equity across the business with no material pay gaps identi ed • review completed to identify existing employment arrangements o ered to employees. Further work to formalise a policy on employee arrangements will be undertaken in FY2014. The Company's diversity policy will be overseen at Board level by the Health, Safety, Environment and Community Committee and, at management level by the standing Environment and Community Committee. The Company has set the following diversity objectives for FY2014: • develop and implement recruitment and promotion guidelines aimed at enhancing diversity • gather data from employees on gender equality matters and formalise policy on employee arrangements to support employees with families The Company will assess and report on its progress against these objectives in the 2014 nancial year Annual Report. Each year, Whitehaven Coal Limited is required to provide the Workplace Gender Equality Agency (WGEA) with data relating to gender diversity in our business. Gender diversity is only one element of diversity across our business, but it is extremely important when we look at our overall performance, our broader culture, our ability to attract highly skilled people, and our productivity. As at 30 June 2013, women comprised: • 14.3% of Directors on the Board (12.5% at 30 June 2012) • 7.1% of senior executives (4.3% at 30 June 2012) • 9.5% of employees across the Group (10.2% at 30 June 2012). A full copy of the WGEA report can be viewed on Whitehaven's website. Principle 4 -- Safeguard integrity in nancial reporting Whitehaven is committed to a transparent system for auditing and reporting of the Company's nancial performance. Whitehaven's Audit and Risk Management Committee performs a central function in achieving this goal. A majority of the members of the Audit and Risk Management Committee (including the Chairman of the Committee) are independent Directors, and all the members are nancially literate. The Audit and Risk Management Committee holds discussions with external auditors without management present as required. The Audit and Risk Management Committee's Charter can be viewed on Whitehaven's website. Principle 5 -- Make timely and balanced disclosure Whitehaven has in place (under its Continuous Disclosure Policy) practices and procedures which are aimed at ensuring timely compliance with the Company's obligations under the Corporations Act 2001 (Cth) and ASX Listing Rules. The Continuous Disclosure Policy sets out Whitehaven's disclosure obligations, explains what type of information needs to be disclosed and identi es who is responsible for disclosure. The Continuous Disclosure Policy requires executive employees of Whitehaven to immediately report to the chief executive o cer or if the chief executive o cer is not contactable, one of his delegates (the chief nancial o cer or the general counsel and company secretary) once they become aware of information that is, or may be, price sensitive. Under the Continuous Disclosure Policy, Whitehaven must not publicly disclose price-sensitive information until it has given that information to the ASX and has received an acknowledgment from the ASX that the information has been released to the market. After an acknowledgment has been received from the ASX, information disclosed to the ASX should be promptly placed on Whitehaven's website. This policy can be viewed on Whitehaven's website. Directors' Report
Annual Report 2012