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Corporate Governance Statement
Corporate Governance Statement
Diversity 
The Company has a policy to improve the diver-
sity of its workforce over time by identifying 
women and individuals from under-represented 
backgrounds for recruitment, and by rewarding 
and promoting employees on the basis of 
performance. 
However, at this stage of its development, the 
Company has a small Board of Directors, and a 
small management team which is geographically 
dispersed and because of the industry in which 
the Company operates, the Board does not 
consider it to be practicable to set measurable 
objectives to achieve greater gender diversity at 
this time. 
In addition, the Board acknowledges the bene-
fits of seeking to improve gender diversity at all 
levels in the Company over time and will keep 
this issue under review.
The Company aims to foster continuous improve-
ment in the area of diversity; building on achieve-
ment realised through the implementation of 
historical diversity initiatives, by applying princi-
ples successfully used at our leading operation in 
this area, to other parts of the business.
Our flagship ‘Chatree’ Mine in Thailand boasts 
the enviable statistic of having equal representa-
tion by women on the senior management team. 
Recruitment, training and promotion principles 
employed at Chatree are currently being applied 
to our ‘Challenger’ Mine in Australia, where we 
currently have 14% representation of women 
across the senior management and professional 
categories and to other parts of the business.
There is currently no representation by women 
on our Board of Directors. Whilst this is in part 
reflective of the relatively small size of the Board 
and stage of development of key elements of 
the business, it forms part of an overall business 
review process to consider the issue of gender 
diversity at this level and will be the subject of 
ongoing review.
The Company considers that it will benefit from 
its ongoing commitment to promote a diverse 
workforce with treatment of employees and 
future employees on the basis of merit, abilities 
and potential, regardless of gender, colour, 
ethnic or national origin, race, disability, age, 
sexual orientation, gender reassignment, socio-
economic background, religious or political 
belief, non / trade union membership, family 
circumstances or other irrelevant distinction.
The Company has set various criteria and proce-
dures in order to support equality and diversity 
in the workforce and applies these principles to:
〉〉 Provide fair access to workplace opportuni-
ties and benefits, including internal promo -
tion, leadership development, flexible work 
practices and fair and comparable wages;
〉〉 Attracting and retaining a skilled and diverse 
workforce;
〉〉 Creating an inclusive workplace culture where 
discriminatory behaviour is unacceptable; and
〉〉 Providing an effective grievance mechanism 
for employees.
Current Proportion of  
Women Employees
Board 0.0%
Senior Executives 0.0%
Senior Managers 1.8%
Managers 1.0%
Professionals 8.6%
Non-professionals 6.4%
Total Workforce 17.8%
Share Trading Policy
In the interests of shareholder confidence 
and compliance with insider trading laws, the 
Company has formal policies governing the 
trading of the Company’s securities by Directors, 
officers and employees. Details of Directors’ 
shareholdings are disclosed in the Directors’ 
Report.
The policy prohibits Directors and employees 
from engaging in short-term trading of any of 
the Company’s securities and buying or selling 
the Company’s securities if they possess unpub-
lished, price-sensitive information.
Directors and senior management may buy or 
sell Company securities in the four week period 
following significant announcements by the 
Company, including the release of the quarterly 
report, half-yearly results, the preliminary annual 
results and the lodgement of the Company’s 
Annual Report (subject to the prohibition of