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Corporate Governance NOMINATION COMMITTEE REPORT Members and meeting attendance Director Aliko Dangote (Chairman) Ernest Ebi Emmanuel Ikazoboh Fidelis Madavo Olusegun Olusanya 29/02/16      19/04/16      26/10/16      Responsibilities The Committee has responsibility to ensure that: • The Board has the appropriate composition for it to execute its duties effectively • The establishment of a formal process for the selection and appointment of directors, including Identification of suitable members of the board • Performance of reference and background checks of candidates prior to nomination • The appointment of Directors is formalised through an agreement between the company and the director • A formal induction programme for new directors is developed and implemented and reviewed regularly in line with best practice • Ongoing training and development of directors take place • Formal succession plans for the board, chief executive officer and senior management appointments are in place • Inexperienced directors are developed through a mentorship programme and oversee the development and implementation of continuing professional development programmes for directors • Directors receive regular briefings on changes in risks, laws and the environment in which the Company operates • The performance of directors is evaluated and assessed appropriate steps taken directors who do not make an appropriate contribution • Ensure that formal succession plans for the board, chief Executive officer and senior management appointments are developed and implemented, and search for suitable replacements when necessary Annual Report 2016 119 to remove Aliko Dangote Chairman of the Nomination Committee 27th February, 2017 Reconstitution of Subsidiary Boards: The Committee also recommended the reconstitution of the Subsidiary Boards, in compliance with regulatory and governance changes in the countries where the subsidiaries are located. Going forward, the Committee is committed to further gender diversification with a stronger representation of women on the Board. Emergency succession planning is also an important area of discussion for the Committee, ensuring the business develops a framework with clearly identified individuals capable of covering key management roles on an interim basis. All these individuals then receive the necessary coaching to ensure they have the required skills to provide any critical support when needed. Development for directors and high performing individuals below Board level has been an essential area of focus. Coaching and mentoring is provided to develop and enhance specific skill sets, and the Committee believes the benefits of this approach are critical for developing our own talent for the future.

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