Territory Benefit Plan.

GSD's commitment is to increase its direct NT-based employment to 6 FTE by 2026, from the current 2 FTE. Each of these positions — whether in trading, project management, or support — will be based in Darwin or on-site at NT project locations. We will clearly track and report our headcount; all jobs figures will refer to distinct full-time roles physically located in NT.

Recognising that our growth is tied to project timelines, we have structured our hiring in phases: for instance, as a particular offtake agreement moves to execution in 2025, we plan to hire a logistics coordinator (NT-based) to manage that project. In 2026, with expected additional trading contracts, we will recruit analysts or trade support staff locally.

GSD understands the importance of Aboriginal inclusion, especially given the link between resources projects and Traditional Owners/land councils in the NT. We commit that by 2026 at least one of the GSD core team members will be an Aboriginal Territorian, focusing on areas such as community liaison or land management.

To reach this goal, we will create an Indigenous Community Liaison Officer role once our mining projects progress further — this position will be ideal for an Aboriginal person who can bridge our company and local communities. In the interim, we are offering project-based roles for Indigenous consultants.

Our broader aim is to also facilitate indirect Indigenous employment: as we work with mines, we will advocate for and support Aboriginal jobs in those operations. We will report on both direct and indirect Indigenous employment outcomes as part of our benefit tracking.

Diversity in GSD's team is crucial for creativity and problem solving. We commit to fostering a diverse workforce inclusive of gender, age, and background. By 2026, we aim to have at least 30% female representation in our company — a significant target in the male-dominated mining/trading industry, but one we believe is achievable through targeted recruitment.

The company will implement a Diversity and Inclusion Plan in 2025 setting out these goals and measures like unconscious bias training for our hiring managers. Success will be measured by tracking our team composition and ensuring improvement year-on-year in female and minority representation.

GSD's work often touches communities, especially in mining regions, so we place a high priority on community investment and positive legacy. We will dedicate at least 1% of our annual revenue (or a minimum of $5,000 per year) to community investment in the NT, focusing on areas related to our operations.

Another strategic investment is environment-focused: GSD will invest in environmental clean-up or rehabilitation projects (beyond what is required) to improve the NT landscape. We plan to partner with an organisation such as Conservation Volunteers Australia to sponsor volunteer teams for land rehabilitation on old mine sites.