Diversity Policy (continued) Objectives Plan Outcome Enhance reporting capability of broad diversity  factors (in addition to gender) Implement a Human Resources Information  System to capture and report on data  Implementation will be completed in early  2013 Conduct development programs tailored for  female employees Women in Leadership Conference Establish relevant e-Learning programs  Program held in November 2012 Platform has been developed and numerous programs launched Promote the hiring of females  Develop the AACo website to support this  objective Develop AACo advertising and promotional  material New AACo website launched New advertising and promotional materials  developed Enhance the AACo Graduate Program Increase numbers of graduates  Develop editorial features (internal and  external promotion) 86% of AACo graduates are female in 2013  Female graduates featured widely in internal  and external media Promote the AACo Parental Leave Policy Policy was strengthened to include a  company-funded return to work bonus Policy implemented and applied in 2012 During the three months to 31 March 2013 no appointments were made which would alter the gender diversity within senior management.  Whilst there are no female Directors on the AACo Board at the present time, the proportion of female employees to male employees within the  AACo Group as at 31 March 2013 was 37% (31 December 2012: 36%) female and 63% (31 December 2012: 64%) male. There is strong female  representation within the pastoral station workforce with 37% (31 December 2012: 31%) of employees at this level being female. The Charter for the Nomination Committee has also been reviewed and a specific diversity criteria was identified and included to ensure diversity is  considered in the Board renewal process. The duties of the Staff and Remuneration Committee include: The setting of objectives and reporting to be provided in the 2013 financial report will be consistent with ASX Principle 3. The Board has established a Nomination Committee, which is responsible for assessing the necessary and desirable competencies of Board  members, reviewing Board succession plans and working with the Chairman in evaluating the Board’s performance. The Nomination Committee  comprises non-executive Directors and the following Directors were committee members during the three months to 31 March 2013: For details of Directors attendance at meetings of the Nomination Committee, refer to the Directors’ Report. For additional details regarding the role and responsibilities of the Nomination Committee including its charter, please refer to our website. Annual Report 2013 45 Nomination Committee  Reviewing and making recommendations to the Board on the diversity policy to ensure it is in line with applicable legislation and  governance principles; In conjunction with the Nomination Committee ensuring the application of diversity policy to Board appointments and succession; Making recommendations to the Board regarding the diversity policy and strategies to address Board diversity; Monitoring the application of diversity policy to executive appointments and successions; Review and report on the relative proportion of women and men in the AACo workforce; and Reviewing remuneration by gender. Mr. D. McGauchie (Chair)  Mr. A. Paliulis  Mr. T. Keene Mr. S. Black Mr. D. Crombie  Dr. Shehan Dissanayake Dato’ Ahmad Sabri (resigned 15 March 2013)