Wellbeing

Following the introduction of the Positive Duty under the amended Sex Discrimination Act 1984 (WA), MinRes took decisive action to embed these requirements into our daily operations. Our Safe and Respectful Program played a central role, with targeted efforts to raise awareness, build capability and strengthen accountability at every level of the organisation. By working closely with our Health and Safety and People teams, we developed an integrated approach that addressed both compliance obligations and the broader psychological wellbeing of our workforce.

We delivered a range of targeted initiatives to ensure the Positive Duty is effectively implemented across MinRes. We aligned our Health and Safety and People functions, with a strong focus on addressing the relationship between psychological risks and incidents of harassment.

Key actions include:

• Delivering a Positive Duty Masterclass to our Board and Executive team, ensuring robust understanding of Positive Duty requirements.
• Facilitating 'Stop for Safety' sessions to educate our workforce on Positive Duty obligations.
• Introducing visual reminders, such as posters and digital materials, to reinforce expectations of safe and respectful conduct.
• Implementing a comprehensive Positive Duty Prevention and Response Plan, outlining a systematic approach to risk mitigation and incident management.
• Launching the “Safety First, Respect Always” initiative, providing regular, tailored communications and learnings from incident reviews to promote positive behaviours.
• Embedding Positive Duty obligations within our Enterprise Psychosocial Risk Register.
• Including Positive Duty topics within our Safe and Respectful Behaviours training materials to support ongoing workforce education and accountability.

Read our Gendered Violence Position Statement for more information.

All reported matters and any breaches of the Code of Conduct and Business Integrity or Safe and Respectful Behaviours Procedure are recorded in an internal reporting mechanism managed by the People team.Our Board maintains oversight of all incidents and complaints, with comprehensive and de-identified reporting that includes complainant type, details and actions taken for resolution.

As with our management of health and safety risks in the workplace, addressing the risk of sexual harassment is an ongoing, embedded process. We have established clear expectations for our senior leaders, who have been provided with an education in relation to their positive duty requirements.

At MinRes, we recognise that mental health is essential to both the wellbeing of our people and the success of our business. Our large FIFO workforce faces distinct challenges and we know that both employees and their families can be affected. We are committed to delivering accessible, confidential and effective mental health support, tailored to the realities of the mining and resources sector.

MinRes has developed a robust, best-practice internal mental health service model. We opened the purpose-built Mind Matters Centre, a dedicated facility offering confidential, no-cost support to employees and their families. Our model directly addresses concerns with external services, such as long wait times, service gaps and challenges integrating external advice into a dynamic work environment.

By embedding mental health clinicians across both our sites and head office through a hybrid hub-and-spoke model, we create close links between support services and day-to-day operations. Clinicians spend structured time both on site and in the office, meaning employees can access assistance during their rest and recovery periods.

Our Mind Matters Team works proactively with teams and leaders, delivering targeted mental health education, regular biannual wellbeing assessments and facilitating mental health check-ins. We use a community psychology approach meaning our clinicians don’t just wait for people to reach out, but actively take part in toolboxes, pre-starts, return to work meetings and informal interactions like crib room conversations. This approach fosters genuine relationships and trust, promoting early help-seeking and reducing stigma.

Importantly, our model supports both prevention and recovery, building resilience and responding rapidly to psychosocial risks as they emerge. By working with employees to co-design aspects of our service, we ensure it continues to adapt and respond to our workforce’s evolving needs. We draw on internationally recognised integrated mental health care systems, ensuring parity of esteem between mental and physical health. Our holistic model recognises that mental wellbeing and mental ill-health are not mutually exclusive and that addressing one supports the other.

The Mind Matters Centre is governed by the MinRes Health Pty Ltd committee, underpinned by robust processes for continuous quality improvement, clinical safety and co-design with employees. This ensures we deliver high-quality, reliable and accountable care at every step.

Employee assistance program - Assure

Our employee assistance program (EAP) provider, Assure, offers a range of free and confidential psychological, financial, legal, relationship and nutritional counselling services. This service, available to all MinRes employees and their direct family members, can be contacted 24/7 via phone, app or their website and can be utilised for a wide range of personal and work-related issues.