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People

Mineral Resources is committed to creating a fair, diverse and inclusive workplace that supports us in attracting and retaining talent.

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, and 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’s 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 achieving our targeted outcomes requires an ongoing focus.

We have set the tone at the top with female representation 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.

Gender Diversity

As a business, we’re actively working to increase the participation, development and retention of female talent.

Our gender equality strategy outlines our intent, priorities and objectives for creating a workplace that supports diversity at all levels – with a focus on the following key areas:

  • 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

Indigenous Engagement

We acknowledge and respect Indigenous Australians and their connection 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. We strive 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.

Significant cultural heritage survey work is undertaken in consultation with our Traditional Owner partners, while land use agreements are negotiated for new work areas and put in place with Native Title claim groups where necessary.

We have a range of initiatives in place aimed at encouraging Indigenous employment , including training programs and talent identification and retention strategy for Indigenous employees.

Our other 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 program,
  • Indigenous traineeship programs across our companies,
  • cultural awareness training for employees and leaders,
  • talent identification and retention strategy for Indigenous employees, and
  • support for events that celebrate Aboriginal and Torres Strait Islander history, culture and achievements.

Our vision for reconciliation

Mineral Resources’ vision for reconciliation prioritises education, mutual respect and positive action as key pillars in building a successful and respected business that appreciates and is enriched by Aboriginal and Torres Strait Islander peoples and cultures.

More information is available in our Reconciliation Action Plan.