We’re fortunate at IGO to have an established structure of people and processes to support growth and development, as well as a culture that values learning and growth. Each year, every person in the business is invited to work with their manager to frame a development plan, which is their learning roadmap, and reflects a combination of development needs and interests. The inspiration for development plans is supported through our “career pathways” model, which is a map by role type identifying learning activities that are mandatory, core and development related.

These activities are supported by our Learning and Development team, who analyse needs across the business, and identify ways of fulfilling through a range of channels - eg internally developed/customised online training for both compliance and development/growth purposes, externally sourced technical training relevant to specific disciplines of expertise, post grad study opportunities, and micro learning through LinkedIn Learning.

We’re also mindful that growth and development opportunities are rich in on-the-job experiences, and to that end, we typically have a number of people in the business working in secondments to either stretch roles or to sites different to their usual location.

More generally, our people are encouraged to work together to identify and leverage every day opportunities for growth achieved through on-the-job exposure to new tasks and experiences, and to have ongoing dialogue about those experiences. A combination of all of these things means individuals have the opportunity to grow and progress, and our shareholders have the benefit of our continually improving collective capabilities that support the performance of the business.

17 May, 2023 03:42