Social indicators
GRI Indicator 1 / Description of indicator	Links to information
LA1 Breakdown of workforce, where possible, by region/country, status (employee/non employees), employment type (full time/part time), and by employment contract (indefinite or permanent/fixed term or temporary). Also identify workforce retained in conjunction with other employers (temporary agency workers or workers in co-employment relationships), segmented by region/country.	Annual report (page 56, employment; page 133, employees by business unit)
LA2 Net employment creation and average turnover segmented by region/country.	Currently not reported
LA3 Percentage of employees represented by independent trade union organisations or other bona fide employee representatives broken down geographically OR percentage of employees covered by collective bargaining agreements broken down by region/country.	Currently not collected at Group level, however, our Human rights guidance covers union membership (Section 2.5) and we report on our approach to employee relations
LA4 Policy and procedures involving information, consultation, and negotiation with employees over changes in the reporting organisation's operations (eg, restructuring).	Organisational characteristics Consultation and dialogue with employees
LA5 Practices on recording and notification of occupational accidents and diseases, and how they relate to the ILO Code of Practice on Recording and Notification of Occupational Accidents and Diseases.	Safety reporting
LA6 Description of formal joint health and safety committees comprising management and worker representatives and proportion of workforce covered by any such committees.	Rio Tinto's safety and occupational health standards require that operations have the following for occupational health and safety: a committee to support line management in implementing improvement plans, divisional and/or departmental committees and a system to promote awareness and communication.
LA7 Standard injury, lost day, and absentee rates and number of work-related fatalities (including subcontracted workers).	Safety performance
LA8 Description of policies or programmes (for the workplace and beyond) on HIV/AIDS.	HIV/AIDS strategy
LA9 Average hours of training per year per employee by category of employee. (eg, senior management, middle management, professional, technical, administrative, production, and maintenance).	Currently not collected at Group level, however we do report on training, development and incentives My first job in Brazil
LA10 Description of equal opportunity policies or programmes, as well as monitoring systems to ensure compliance and results of monitoring. Equal opportunity policies may address workplace harassment and affirmative action relative to historical patterns of discrimination.	Equal opportunity and diversity Systems to shape ethical behaviour Training in cross cultural skills
LA11 Composition of senior management and corporate governance bodies (including the board of directors), including female/male ratio and other indicators of diversity as culturally appropriate.	Annual report (page 57)
LA12 Employee benefits beyond those legally mandated. (eg, contributions to health care, disability, maternity, education, and retirement).	Employee share savings plan Training development and incentives
LA13 Provision for formal worker representation in decision-making or management, including corporate governance.	Consultation and dialogue with employees
LA16 Description of programmes to support the continued employability of employees and to manage career endings.	Leadership development Raising talent Training, development and incentives
LA17 Specific policies and programmes for skills management or for lifelong learning.	Leadership development Raising talent Training, development and incentives
HR1 Description of policies, guidelines, corporate structure, and procedures to deal with all aspects of human rights relevant to operations, including monitoring mechanisms and results. State how policies relate to existing international standards such as the Universal Declaration and the Fundamental Human Rights Conventions of the ILO.	Human rights policy Human rights programmes Human Rights Guidance Human rights performance
HR2 Evidence of consideration of human rights impacts as part of investment and procurement decisions, including selection of suppliers/contractors.	Difficult issues Human rights guidance (Section 2.7, Suppliers, contractors and other business partners and Section 4.5, Avoiding certain countries?)
HR3 Description of policies and procedures to evaluate and address human rights performance within the supply chain and contractors, including monitoring systems and results of monitoring. "Human rights performance" refers to the aspects of human rights identified as reporting aspects in the GRI performance indicators.	Human rights guidance (Section 2.7, Suppliers, contractors and other business partners) Labour standards for contractors
HR4 Description of global policy and procedures/programmes preventing all forms of discrimination in operations, including monitoring systems and results of monitoring.	Commitment to equal opportunity/diversity Human rights guidance (Section 2.2, Discrimination and harassment) Speak-OUT
HR5 Description of freedom of association policy and extent to which this policy is universally applied independent of local laws, as well as description of procedures/programmes to address this issue.	Human rights policy Human rights guidance Minimum standards regarding labour rights
HR6 Description of policy excluding child labour as defined by the ILO Convention 138 and extent to which this policy is visibly stated and applied, as well as description of procedures/programmes to address this issue, including monitoring systems and results of monitoring.	Human rights guidance (Section 2.6, Child labour and forced or bonded labour)
HR7 Description of policy to prevent forced and compulsory labour and extent of which this policy is visibly stated and applied as well as description of procedures/programmes to address this issue, including monitoring systems and results of monitoring. See ILO Convention No. 29, Article 2.	Human rights guidance (Section 2.6, Child labour and forced or bonded labour)
HR8 Employee training on policies and practices concerning all aspects of human rights relevant to operations. Include type of training, number of employees trained, and average training duration.	Human rights guidance
HR9 Description of appeal practices, including, but not limited to, human rights issues. Describe the representation and appeals process.	Conflict procedures Speak-OUT Appeal of disciplinary measures
HR10 Description of non-retaliation policy and effective, confidential employee grievance system (including, but not limited to its impact on human rights).	Speak-OUT
HR11 Human rights training for security personnel. Including type of training, number of persons trained, and average training duration.	Security Human rights guidance (Section 3, Security)
HR12 Description of policies, guidelines and procedures to address the needs of indigenous people. This includes indigenous people in the workforce and in communities where the organisation currently operates or intends to operate.	Human rights guidance (Section 1.3, Respecting indigenous peoples' rights) Indigenous employment in Australia Cultural heritage sites Case studies on: Rock art preserved in port expansion; Cultural heritage; Unearthing the secrets of the past
HR13 Description of jointly managed community grievance mechanisms/authority.	Not relevant at Group level Managing expectations at Simandou
HR14 Share of operating revenues from the area of operations that are redistributed to local communities.	Our contribution to communities Our contribution to the economy
SO1 Description of policies to manage impacts on communities in areas affected by activities, as well as description of procedures/programmes to address this issue, including monitoring systems and results of monitoring. Include explanation of procedures for identifying and engaging in dialogue with community stakeholders.	Community Relations
SO2 Description of the policy, procedures/management systems, and compliance mechanisms for organisation and employees addressing bribery and corruption. Include a description of how the organisation meets the requirements of the OECD Convention on Combating Bribery.	Business integrity Business integrity guidance
SO3 Description of policy, procedures/management systems, and compliance mechanisms for managing political lobbying and contributions.	Political involvement policy Political involvement programmes
SO4 Awards received relevant to social, ethical and environmental performance.	Corporate social responsibility
SO5 Amount of money paid to political parties and institutions whose prime function is to fund political parties or their candidates.	Political involvement policy Political involvement programmes
PR1 Description of policy for preserving customer health and safety during use of products and services, and extent to which this policy is visibly stated and applied, as well as description of procedures/programmes to address this issue, including monitoring systems and results of monitoring. Explain rationale for any use of multiple standards in marketing and sales of products.	Product stewardship Developing corporate guidance on product stewardship
PR2 Description of policy, procedures/management systems, and compliance mechanisms related to product information and labelling.	Classification and labelling of metals
PR3 Description of policy, procedures/management systems and compliance mechanisms for consumer privacy. Identify geographic areas covered by policy.	Rio Tinto has a Group Data Protection Policy which covers all personal data relating to individuals, including our employees and customers.
1 Where GRI Indicators are in italics, the indicator is Additional, and does not form part of the Core GRI set of Indicators.