Our ‘people approach’ guides how we attract, employ, develop, engage and retain talented people. Key elements of our approach includes creating a diverse and inclusive workplace, and developing our people and our leadership capability.
Diversity and Inclusion
Our Diversity and Inclusion Policy is our commitment to create and maintain a work environment that values diversity of thought and experience where each person’s unique differences are recognised and valued.
An inclusive workplace is one where each person’s unique differences are recognised and valued. We embrace the diversity of our people and know that creating an inclusive and diverse workplace is more than a moral or social obligation, it is good for business. We recognise the potential for diversity to lead to improved organisational performance.
To achieve this, we are:
- Raising awareness and have set diversity targets for our workforce
- Focussing on building a pipeline of female and Indigenous talent
- Reviewing any gender bias throughout our recruitment and selection process
- Analysing female turnover and experiences
While we are placing a great deal of emphasis on improving our diversity, we recognise we still have a fair way to go to achieve our targeted outcomes.
We have set the tone at the top and appointed a female member on our Board and have created a Diversity and Inclusion Committee to work across the business, identifying areas where we can improve to assist in attracting and retaining a diverse workforce.
Our gender equality strategy outlines our intent, priorities and practices. As a business, we are actively working to increase participation, development and retention of female talent. Our gender diversity objectives focus on the following key areas, with the aim of creating a workplace that supports diversity at all levels:
- Attracting and selecting female talent
- Creating internal and external networking and mentoring opportunities
- Measuring gender diversity performance at all levels of the employee lifecycle
- Undertaking a gender pay-gap analysis
- Identifying and developing female talent
We acknowledge and respect Indigenous Australians and the connection they have to the land on which we live and work.
We recognise the traditional owners associated with lands within our operating areas and their contribution to successful social, community and project outcomes. It is our objective to build strong relationships with Indigenous communities and local traditional owners.
We are committed to increasing our Indigenous participation and proudly work to support ongoing engagement with Indigenous people across a range of opportunities, including: employment, training, land use agreements, business development, partnership and cultural awareness.
With four active mines, and many other project areas being actively worked by Mineral Resources, a significant amount of cultural heritage survey work is undertaken with our Traditional Owner partners. Land Use Agreements continue to be negotiated in new work areas and have been put in place with Native Title claim groups for many of our projects.
To increase our Indigenous employment we have put in place a range of initiatives, including training programmes and a talent identification and retention strategy for Indigenous employees.
Our current Indigenous participation and engagement initiatives include:
- Actively building a Supplier Diversity Platform to support our business in delivering greater supplier diversity and engagement
- Indigenous workplace leaders training programme
- Indigenous traineeship programmes across our companies
- Cultural awareness training for employees and leaders
- Talent identification and retention strategy for Indigenous employees
- Support for events which celebrate Aboriginal and Torres Strait Islander history, culture and achievements