Sustainability

In its landmark report ‘Our Common Future’, the World Commission of Environment and Development defined sustainable development as ’development that meets the needs of the present without compromising the ability of future generations to meet their own needs’.

Andes believe that investment in minerals projects should be financially profitable, technically appropriate, environmentally sound and socially responsible.

Andes is committed to managing economic development, environmental impact and social responsibilities and developing productive and lasting relationships between our company, governments, industry and stakeholders.

This is underpinned by good corporate governance.

Andes is guided by the principles articulated in ‘The Leading Practice Sustainable Development Program (LPSD)’, prepared by the Australian Government and guidelines developed by the International Council on Mining & Metals.

Community Relations

Andes recognises the importance establishing early relationships with local communities prior to commencement of exploration.

Regular meetings are held at Local, State and Federal levels. Our priority is to first engage the local communities to ensure they understand the impact of exploration, are comfortable with our approach and can offer guidance and suggestions about how we operate. A majority of Andes employees are from local communities, and it is Company policy to hire and buy from local businesses where possible, this has included training some businesses in new services so that their business can contribute to the Company’s activity.

Andes supports healthcare, education, sports and disaster relief programs.

The Company works in harmony with the small scale artisanal miners in the area and does not seek to cause disruption.

Code of Conduct

The purpose of this Corporate Code of Conduct is to provide a framework for decisions and actions in relation to ethical conduct in employment. It underpins the Company’s commitment to integrity and fair dealing in its business affairs and to a duty of care to all employees, clients and stakeholders.

Acountabilities

Managers and supervisors are responsible and accountable for

  • Undertaking their duties and behaving in a manner that is consistent with the provisions of the Code of Conduct;
  • The effective implementation, promotion and support of the Code of Conduct in their areas of responsibility; and
  • Ensuring employees under their control understand and follow the provisions outlined in the Code of Conduct.
  • Employees

All employees are responsible for:

  • Undertaking their duties in a manner that is consistent with the provisions of the Code of Conduct;
  • Reporting suspected corrupt conduct; and
  • Reporting any departure from the Code of Conduct by themselves or others.

Personal and professional behaviour

When carrying out duties, employees should:

  • Behave honestly and with integrity and report other employees who are behaving dishonestly;
  • Carry out your work with integrity and to a high standard and in particular, commit to the Company’s policy of producing quality goods and services;
  • Operate within the law at all times;
  • Act in the best interests of the Company;
  • Follow the policies of the Company; and
  • Act in an appropriate business-like manner when representing the Company in public forums.

Diversity Policy

The Company and all its related bodies corporate are committed to workplace diversity. The Company recognises the benefits arising from employee and Board diversity, including a broader pool of high quality employees, improving employee retention, accessing different perspectives and ideas and benefiting from all available talent.

Diversity includes, but is not limited to, gender, age, ethnicity and cultural background.

To the extent practicable, the Company will consider the recommendations and guidance provided in the ASX Corporate Governance Council’s Corporate Governance Principles and Recommendations where appropriate to the Company.

The Diversity Policy does not form part of an employee’s contract of employment with the Company, nor gives rise to contractual obligations. However, to the extent that the Diversity Policy requires an employee to do or refrain from doing something and at all times subject to legal obligations, the Diversity Policy forms a direction of the Company with which an employee is expected to comply.

Objectives

The Diversity Policy provides a framework for the Company to achieve:

  • A diverse and skilled workforce, leading to continuous improvement in service delivery and achievement of corporate goals;
  • A workplace culture characterised by inclusive practices and behaviours for the benefit of all staff;
  • Improved employment and career development opportunities for women;
  • A work environment that values and utilises the contributions of employees with diverse backgrounds, experiences and perspectives through improved awareness of the benefits of workforce diversity and successful management of diversity; and
  • Awareness in all staff of their rights and responsibilities with regards to fairness, equity and respect for all aspects of diversity,
    (collectively, the Objectives).

The Diversity Policy does not impose on the Company, its directors, officers, agents or employee any obligation to engage in, or justification for engaging in, any conduct which is illegal or contrary to any anti-discrimination or equal employment opportunity legislation or laws in any State or Territory of Australia or of any foreign jurisdiction.

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