OPPORTUNITIES Hanson is committed to the enrichment of Aboriginal and Torres Strait Islander communities, with a focus on providing employment opportunities within our business, engaging training providers for internal staff cultural enrichment and procuring through Supply Nation registered business. We will be holding ourselves to the same standard of NSW government agencies as per the Aboriginal Participation in Construction Policy (APIC) and committing to a 1.5% project spend towards Aboriginal participation. The Aboriginal Participation in Construction Policy (APIC) has been developed to support greater participation by Aboriginal and Torres Strait Islander peoples in government construction projects across NSW. Hanson have adopted this commitment to utilising our purchasing power and strategic procurement initiatives to ensure sustainable engagement and participation of Aboriginal and Torres Strait Islander peoples throughout our business . Action 9. Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development. Deliverable Timeline Responsibility • Build understanding of current Aboriginal and Torres Strait Islander staffing November Lead: BC to inform future employment and professional development opportunities. 2021 Consulting Review: June Support: Area 2022 Managers • Engage with Aboriginal and Torres Strait Islander staff to consult on November Regional our recruitment, retention and professional development strategy. 2021 HR Manager Review: June 2022 • Develop and implement an Aboriginal and Torres Strait Islander February 2022 Recruitment recruitment, retention and professional development strategy. Manager • Advertise job vacancies to effectively reach Aboriginal November Recruitment and Torres Strait Islander stakeholders. 2021 Manager Review: June 2022 • Review and update HR and recruitment procedures and policies to remove January 2022 Regional barriers to Aboriginal and Torres Strait Islander participation in our workplace. HR Manager • I ncrease the percentage of Aboriginal and Torres Strait Islander staff November Lead: Regional employed in our workforce to 5% during the next 2 years. 2022 HR Manager Support: Area Managers Action 10. Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes. Deliverable Timeline Responsibility • Develop and implement an Aboriginal and Torres Strait Islander January 2022 National procurement strategy. Procurement Manager (NPM) • Investigate Supply Nation membership. December NPM 2021