Empowering our workforce
Diversity
Equal opportunity in recruitment, pay, development and promotion, and a working environment in which difference is not a disadvantage.
The requirement
We prohibit discrimination and harassment on any protected ground, and we base employment decisions on the requirements of the role. That is the whole of the requirement, and it is absolute. What follows describes how we give it effect rather than qualifying it.
Key facts
The prohibition is absolute; everything else describes how we give it effect.
Our requirements attach to the points where bias operates as a default: job design, advertising, shortlisting, interview, pay setting and promotion.
We set pay on the role, not on a candidate's previous salary.
Our equal pay requirement applies whether or not any statutory analysis is triggered.
Where bias enters, and what we do about it
Bias in employment is rarely a decision; it is usually a default. We therefore attach requirements to the points at which defaults operate.
Equal pay
Pay must not differ on grounds of sex or any other protected characteristic for work of equal value. Our requirement applies whether or not a statutory threshold is met, and job categories rest on objective criteria.
Where the applicable law requires an equal pay analysis, it is carried out, independently reviewed and its result communicated to employees, and a pay gap figure is published where required. We do not derive or publish figures from a population too small for them to be meaningful.
Accessibility and adjustments
We provide reasonable adjustments for employees with disabilities or specific needs, unless disproportionate, and we consider and accommodate flexible working where the role permits. Where the applicable law sets a minimum employment proportion for persons with disabilities, it applies automatically once the threshold is met; where the law is silent, our own requirement is the operative one.
Harassment and bullying
We prohibit bullying and harassment, including sexual harassment. We investigate reports promptly through a fair and confidential process and remedy what is established. Preventing harassment is a management obligation, not a matter between individuals.
Diversity in the industry context
Mining has a documented pattern of low representation of women, particularly in operational and technical roles, and remote site working compounds it through facilities, rosters and security arrangements designed around a single assumption about who will be present. We address this where an employer can: role requirements that reflect the work rather than the incumbent, facilities and accommodation appropriate to a mixed workforce, and rosters assessed for their effect on people with caring responsibilities.
Representation statistics are published where reporting them is required of us.
Raising a concern
Employees, suppliers, communities and any other party may raise a concern through the confidential reporting channels. We provide for anonymous reporting, and we do not tolerate retaliation against anyone who raises a concern in good faith.
