Creating a corporate culture

At NEXTDC we are focussed on creating a corporate culture aligned with our core values. The remuneration policies which the
Remuneration and Nomination Committee implement aim to reinforce these by recognising and seeking to retain high-calibre
talent both in its leadership group and more broadly. A strong corporate culture within these leadership teams and an
appropriate Senior Executive remuneration program has driven retention, cohesion, focus and ultimately, success for NEXTDC
and its shareholders.
In setting the remuneration program, NEXTDC’s Remuneration and Nomination Committee considers a variety of factors with
reference to its overall business objectives and priorities, individual performance, cash position, competitive talent markets and
feedback from its shareholders. The Committee seeks to incentivise its executives and ensure the Company retains key
contributors in order to leverage their expertise and contributions and maximise NEXTDC’s opportunities in the data centre
industry. The Committee seeks to balance these factors in remuneration packages that take into account broader
considerations such as long-term value to NEXTDC and market competition for talent from private and foreign-owned
corporations. To that end the Committee recognises that significant components of executive remuneration need to be conditional
on the Company’s success and its positive effects upon shareholders. Factors such as site performance, development
objectives, strategic leadership and the value we deliver to our customers are also factors considered in the overall
remuneration structure.
This year, NEXTDC and the broader community have been impacted by the COVID-19 pandemic, with far-reaching health,
social and economic consequences experienced. NEXTDC’s response to this included, but was not limited to, implementing
new processes and protocols across the business to protect our customers, suppliers and teams. Some of these measures
included implementing work from home arrangements where possible, while ensuring teams remained connected, restricting
access to our data centres to essential employees and customers, and supporting our impacted customers. Despite the impact
of COVID-19, NEXTDC’s sound business approach, risk management and success in setting and achieving strategic objectives
have culminated to result in value accretion for both the Company and shareholders. The Board has considered all factors
regarding the impact of the pandemic on not only the Company itself but the broader market and community in assessing
remuneration outcomes for the year. In light of the strong performance of NEXTDC and the significant outcomes achieved
throughout the year by management, the Board has determined that no discretion be applied to the outcome of awards for the
2020 financial year.
To ensure retention, the Committee is also very mindful of broader trends in the executive space, both with reference to
comparator groups in Australian and international markets.
As the new Chairman of the Committee, the whole Committee and I are looking f

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