Diversity and Inclusion

Policy Statement

Angas Securities Limited (“Angas”) is committed to the highest standards of integrity and conduct in order to deliver sustained prosperity for its stake holders including its owners, staff and suppliers. It is the policy of Angas to celebrate unity and working together to build and maintain trust. Angas explicitly rejects any focus on race, gender, creed, marital status, age or sexual preferences amongst its staff and suppliers.

Background

Angas employs suitably qualified staff from a range of backgrounds with a wide range of skill sets. This drives the vibrancy of the business and provides fresh insights into our operations, processes and performance.

Since its incorporation on 29 March 2000, Angas has employed staff born in England, Wales, Scotland, New Zealand, South Africa, Poland, Malaysia, South Korea, China and Sri Lanka. The positive culture of Angas is fostered by the board and management to ensure a respectful, dynamic and collaborative workplace. The inclusive environment encourages staff to achieve personal and professional growth whilst putting the interests of investors first and foremost at all times.

Anti - Racism

Angas believes that when institutions conflate racial and gender diversity metrics with diversity of thought in their organisations, they implicitly reinforce the incorrect assumption that genetic characteristics predict something important about the way that a person thinks. This is the most fundamental assumption underlying racism itself. Angas is strongly anti-racist and will not succumb to fallacious policies which would encourage Angas to treat staff on a differential basis according to their race.

Divisive fixations on race run counter to the stirring aspiration of Martin Luther King, when he said: “I have a dream that my four little children will one day live in a nation where they will not be judged by the colour of their skin but by the content of their character.”

Benefits of diversity

Angas is a licensed organisation with a legal obligation to deliver its financial services honestly, efficiently and fairly. Angas is a commercial organisation which requires its trading to be profitable. Both key requirements will best be achieved by embracing diversity across the company subject to the skills, qualifications and personal characteristics of its directors, management and staff being paramount.

The embrace of diversity by Angas fosters decision making that is better informed and more innovative. Angas seeks to draw on a wide range of ideas, experiences, approaches and perspectives that its directors, management and staff contribute from diverse backgrounds with differing skill sets.

Benefits of Inclusion

The Executive Chairman, CEO, the Company Secretary and all management and staff have written position descriptions. All senior executives have written employment agreements with Angas that set out the terms of their appointment and incorporate their position description. All staff and management including the senior executives of Angas are subject to periodic performance planning and reviews.

No Discrimination Harassment or Vilification

Angas recognises that in order to have an inclusive workplace, discrimination harassment vilification and victimisation cannot and will not be tolerated.

Every employee is responsible for supporting and maintaining the corporate culture including its commitment to diversity and inclusion in the workplace.

Recruitment, Development and Succession Planning

Angas is committed to ensuring equal employment opportunity for all of its employees and management, based on merit, ability, performance and potential, in a way that contributes to the achievement of its corporate objectives, including diversity. The recruitment and selection process is structured so that a diverse range of candidates are considered.

Employees are supported and encouraged to develop and progress their careers through capacity building opportunities and open career development conversation paths. Employees are rewarded for their performance based on merit and agreed goals to promote an equitable and bias free workplace.

Talent and succession planning is at the heart of the ongoing success of Angas. Succession decisions are centred on principles of equity, merit and consistency which align with the commitment of Angas.

Review and changes to this Policy

The Board will review this policy periodically as necessary to ensure it complies with any applicable legal requirements and remains relevant and effective.

The Board may change this policy from time to time by resolution.

This policy is not contractual in nature.

This policy is not a promise of continued employment or the benefits of that employment.

Interaction with other legislation

This policy applies to the extent that it does not conflict with equal employment opportunity and anti-discrimination legislation in jurisdictions in which Angas operates.

Issued: 27/05/2022