Sherritt’s leadership feels strongly that we will be a better organization if we become more inclusive and more diverse� Over the last two years� we have reviewed and updated policies and procedures� job descriptions� compensation programs and hiring practices � all through a diversity and inclusion lens� We know that these people practices are the foundation of our longer�term strategy and action plan� Understanding that studies have found� time and again� that women in the workforce are paid on average less than their male counterparts across much of the world� we conducted an internal assessment of our own pay equity situation for Sherritt employees in ����� We were pleased to find that� in alignment with our promise to employees� pay for positions of the same value was equitable between women and men� However� what the data showed is that we have disproportionately fewer women in higher�level positions than men� Now that we have this data� our focus has shifted to understanding the underlying reasons� To achieve our ���� goal of having a board and an executive team composed of at least ��% women� our challenge is to build and maintain strong female leaders� We are committed to transparently reporting our progress as solutions are implemented and results tracked� “Our compensation structure and organization design principles continue to sustain equitable pay among genders� Our efforts are focused on identifying opportunities to have more diverse representation within each level of our organization� This includes developing a diverse pipeline of talent and ensuring we have diverse candidates considered in our recruitment processes to drive representation at senior levels in the organization�” � Chad Ross� Director� HR Analytics & Operations Training women to operate heavy machinery is a unique initiative in the mining sector in Cuba.