Gender Policy

General Principles

Landmark's Gender Equality Policy is the operational benchmark for implementing equitable behaviours in roles and responsibilities in the workplace. Genuine equality cannot be measured by parity in numbers alone, but by improving overall quality of life so that equality is achieved without sacrificing gains for males or females.

Landmark's policy and goals toward gender equality are guided by a vision of fairness that incorporates equal and inalienable rights of all women and men as defined in the International Bill of Rights, with care taken to respect local cultural and religious beliefs in the respective areas of operation.

Implementation of the Gender Policy is guided by Landmark's core values and fundamental principles of good governance, rule of law, tolerance, respect and understanding, as well as economic and social development.

• Recognition and reward of outstanding performance.
• Encouraging staff, suppliers and affiliates to seek ways to improve and innovate.
• Empowering people to develop to their fullest potential.
• Fair and equitable treatment of all people.

Policy Measures

Policy measures are designed to achieve a comprehensive approach to gender equality across leadership, policy formulation, planning, organizational systems, analysis, interventions and performance accountability.

• Leadership.
• Policy formulation and strategic planning.
• Organizational structure, systems and processes.
• Analysis and interventions.
• Performance monitoring, evaluation and accountability.

Leadership

Landmark's executive and senior management provide strategic direction and leadership throughout the company by promoting an organizational culture that values gender equality and is free from the gender biases and stereotypes that perpetuate inequality.

• Remove barriers and create incentives for effective equal gender participation at all levels of company structures.
• Monitor and evaluate performance and outcomes based on gender participation.
• Use performance information to inform strategic decision-making.

Policy Formulation and Strategic Planning

Policy formulation and strategic planning are to reflect the company's support of gender equality principles. Expansion plans and changes to company structures should be tested against the guiding principles of gender equality and the company's commitment to fairness.

Organizational Structure, Systems and Processes

• Human Resources policies, procedures and practices should promote a gender-sensitive organizational culture and ensure non-discrimination and equality of opportunity for women and men at all levels of the organization.
• Financial management and accounting principles, systems and practices should ensure salaries and expenditures are structured in a way that removes any question of gender inequality.
• Gender equality shall be entrenched in the Landmark way of working.

Analysis and Interventions

Executive Management shall ensure that where an apparent gender bias is identified, analysis of the underlying reasons is carried out so the company's selection process follows the principle of rewarding merit. Where this principle has been ignored, management shall take the necessary steps to correct participation in line with gender equality.

Executive Management shall be informed by adequate analysis of working requirements where specific positions within the company prohibit participation of either gender. Such analysis shall consider the different concerns, capacities, contributions and needs of women and men. Where specific roles prohibit one gender from participating, the reasons must be justified against the desire for gender equality.

Performance Monitoring, Evaluation and Accountability

• Establish mechanisms to ensure responsible managers are held accountable for their divisions' progress toward gender equality and removal of bias in opportunities.
• Encourage knowledge generation, dissemination and learning about best practices between divisions and from external sources.

Summary

Landmark acknowledges that gender plays no part in merit and will actively manage its human resource development to ensure women and men have equal opportunities to participate in company management at all levels.

Landmark acknowledges that women and men cannot be considered homogeneous groups and that individual capabilities will drive advancement. It further acknowledges that different skill sets may require different emphasis and practices in development.

Landmark rejects any form of unfair discrimination based on gender in the management of the company.