Empowering our workforce
Employees
The terms on which people are engaged, how competence is built, and the routes through which concerns are raised.
Terms of engagement
Employment terms comply with the applicable law in each jurisdiction and are set out in writing. Working hours, rest periods, leave and remuneration meet or exceed the applicable requirements, and where our own requirement is higher than the local one, ours applies.
Where labour is engaged through a contractor or an intermediary, the Supplier Code of Conduct requires compliance with applicable law on working hours, wages and conditions, and the arrangement is within the scope of our human rights due diligence. Employment intermediation is a recognised human rights risk in the sector, and the framework treats it as one rather than as an administrative matter.
Key facts
Competence is verified against the assigned work, not assumed from a qualification.
Employment intermediation is treated as a human rights risk and is within due diligence scope.
Roster design is assessed for its effect on people with caring responsibilities.
Health information reaches line management only as a fitness determination.
Competence and development
Competence is assessed against the work a person is assigned, and verified rather than assumed. Training required by law, by our Group policies and by the role is identified, delivered and recorded, and includes the safety training a role requires before the person performs it. Certification and licensing are verified against the work to be done.
We treat development as a requirement of our business rather than a benefit to the individual: an activity conducted by people who are not competent to conduct it is an uncontrolled activity. Access to development opportunities must be equal, and the basis on which opportunities are allocated must be capable of being stated and reviewed.
Wellbeing and remote working
Much of our field work is conducted at altitude and at distance from population centres, on rosters that separate people from their households for extended periods. That pattern has recognised effects on physical and mental health, and the framework addresses them as exposures rather than as personal matters.
Health information is handled confidentially and is not available to line management except in the form of a fitness determination.
Raising concerns
Concerns about treatment at work may be raised with a manager, through the internal channel provided for employment matters, or through the confidential reporting channels. We provide for anonymous reporting under the Whistleblowing and Ethics Reporting Policy. We handle reports confidentially and we do not tolerate retaliation against a person who raises a concern in good faith.
Our commitment to non-retaliation is our own and applies in full in every jurisdiction in which we operate, regardless of the legal minimum.
Reporting
Headcount, turnover, training hours and engagement survey results are published where reporting them is required of us. We record training completion, competence verification and grievance outcomes, so that reporting on a consistent basis is possible.
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 a person who raises a concern in good faith.
