DIVERSITY POLICY
1.
GENERAL PURPOSE AND PRINCIPLE
This Policy provides an overview of the SKY Network Television Limited (“SKY”) diversity objectives. It applies
to SKY’s directors, executives, employees and contractors in all their business dealings.
Diversity of gender, ethnicity, skill, age, experience and beliefs (“Diversity”) are valued by SKY. SKY recognises
the value of Diversity and the organisational strength, problem solving ability and innovative approach that it
brings. The provision of equal opportunities for all employees is fundamental to the way in which SKY
functions as a business.
This Policy complies with:

ASX Guidelines.

NZX Listing Rules.
This is a high level policy document and as such does not include:
2.

Specific objectives and targets (these are detailed in SKY’s annual report);

Detailed risk management training, monitoring and reporting processes and procedures.
DIVERSITY RESPONSIBILITIES
The Nomination and Remuneration Committee, a Board sub committee, is responsible for establishing and
monitoring SKY’s Diversity strategies including reviewing representation of women at all levels of the
organisation.
The CEO, executives, line management and Human Resources Department will be responsible for
implementing strategies on Diversity including implementing measurable objectives and reporting to the
Nomination and Remuneration Committee. The rationale for this is that efforts to build an effective diverse
workforce need to be owned and led by the business in order to fully integrate Diversity into all parts of the
business planning and culture.
3.
MEASURABLE OBJECTIVES
With respect to gender diversity, management will:
(a) develop for approval by the Nomination and Remuneration Committee:
(i) measurable objectives which are tailored towards improving gender diversity in areas
requiring improvement;
(ii) targets or Key Performance Indicators (“KPIs”) to verify progress towards attainment of those
measurable objectives;
(b) develop systems and processes to capture the data for reporting purposes;
(c) measure performance against those targets and KPIs.
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4.
COMPLIANCE REQUIREMENTS
SKY will meet its ASX and NZX obligations with respect to the issue of Diversity. This includes:
(a) establishing this Policy as a complaint policy under ASX Guideline 3.2(a) by:
(i) establishing measurable objectives for achieving gender diversity;
(ii) the Board assessing annually the measurable objective for achieving gender diversity and the
progress in achieving them;
(b) disclosing this Policy or a summary of it under ASX Guideline 3.2(b);
(c) in SKY’s annual report, and in terms of ASX Guideline 2.4, disclosing the processes the Board
adopts and the criteria the Board takes into consideration in its selection of prospective new
Board members;
(d) in SKY’s annual report, and in terms of ASX Principles 3.3 and 3.4 and NZX Rule 10.4.5(j)
disclosing:
(iii) the measurable objectives for achieving gender diversity set by the Board in terms of this
Policy;
(iv) the progress from time to time towards achieving them;
(v) the proportions in the Group (relative to this male counterparts) of:
(1) female employees;
(2) female in senior positions;
(3) females on the Board;
(vi) incorporating in the corporate governance statement in SKY’s annual report a statement as to
the mix of skills and diversity that the Board is looking to achieve in membership of the Board,
in terms of ASX Guideline 2.6;
The Company Secretary will assume line reasonability to assure the Company meets its compliance and
reporting obligations including by collecting and collating all relevant data and ensuring that management
processes and systems are adequate and effective for such reporting obligations to be met.
5.
COMMUNICATION
SKY will communicate this Policy across the Company and to its shareholders and the market, including via
SKY’s website:
(a) by way of transparency and accountability; and
(b) to better promote the prospects of attainment of SKY’s Diversity objectives.
6.
ACCOUNTABILITY
Reporting and accountability pursuant to this Policy will be a periodic item on the Board Agenda.
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At least annually the Nomination and Remuneration Committee will report to the Board on progress towards
attainment of SKY’s Diversity objectives and otherwise to facilitate the Board in meeting its compliance
requirements.
7.
OVERRIDING CAVEAT
Nothing in this Policy shall be taken, interpreted or construed so as to endorse:
(a) The principal criteria for selection and promotion of people to work within SKY being other than
their overall relative prospect of adding value to the Company and enhancing the probability of
achievement of SKY’s objectives;
(b) Any discriminatory behaviour by or within the Company contrary to the law, or any applicable
codes of conduct to behaviour for the Company and it personnel;
(c) Any existing persons within SKY in any way feeling threatened or prejudiced by this Policy in their
career development or otherwise, merely because their Diversity attributes at any time may be
more, rather than less, common with others.
8.
REVIEW OF DIVERSITY POLICY
This Policy is to be reviewed annually or more frequently if there is a change to the Diversity obligations or if
there are other requirements that impact the framework.
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