Rio Tinto's Indigenous employment strategy aims to develop skilled Indigenous employees local to its mines. The strategy is based on best practice developed at Rio Tinto operations in Australia, including Hamersley Iron and Argyle Diamonds in Western Australia and Comalco in Queensland.

In 1999, Rio Tinto became a participant in the Corporate Leaders for Indigenous Employment programme, committing Rio Tinto to increase Indigenous participation at its sites. Under the programme an additional 250 Indigenous employees have been placed into various positions across our operations with an 85 per cent retention rate. All Indigenous employees are engaged by direct employment or through traineeships or apprenticeships.

In 2003, Rio Tinto's Indigenous workforce has increased to six per cent, a substantial increase from 0.5 per cent in 1996.

Rio Tinto's operations have shown further commitment by setting specific targets reflecting their local demographic. For example, Comalco at Weipa currently has an Indigenous workforce of 12 per cent, with a goal of 35 per cent by 2010. Argyle Diamonds is aiming to increase its Indigenous workforce to 25 per cent in 2004, targeting 40 per cent by 2007. Hamersley Iron has a target of 12 per cent Indigenous employment by 2007.

The Corporate Leaders programme emphasises the need for long term employee retention, hence there has been considerable emphasis on employee support programmes, including pre vocational training, culturally appropriate recruitment practices, mentoring, family and community programmes and a skills based employment strategy.

Through the strategy Rio Tinto, in partnership with community stakeholders, also implements education and workplace preparatory training programmes, such as literacy and numeracy and vocational education and training programmes to retain youth at school.

Cross cultural awareness training packages in Rio Tinto's workplaces help underpin the strategy. All Rio Tinto employees working with Indigenous employees are required to participate in cross cultural and communication courses. Ensuring that new Indigenous employees are supported by the existing workforce assists in retention beyond the initial two year traineeship.

Rio Tinto's success in the Corporate Leaders program was recognised in November 2002 by winning the Prime Ministers Awards for the Most Outstanding Organisation for Indigenous Employment, the Most Outstanding Individual (Clinton Walker, Hamersley Iron) and a nomination for Outstanding Manager (Jean Little, Comalco Weipa).

Rio Tinto's success in the Corporate Leaders program was recognised in November 2002 by winning the Prime Ministers Awards for the Most Outstanding Organisation for Indigenous Employment, the Most Outstanding Individual (Clinton Walker, Hamersley Iron) and a nomination for Outstanding Manager (Jean Little, Comalco Weipa).