Total workforce by employment type, contract, and region.

Annual report

Total number and rate of employee turnover broken down by age group, gender, and region.

A study on Group wide turnover statistics and reasons for leaving was conducted in 2006 to establish a baseline.  From 2007 business units will be required to report this information annually for purposes of planning and for the development of strategies for recruitment, retention and diversity

Percentage of employees covered by collective bargaining agreements.

It is not intended to collect this information Group wide as there are many jurisdictions in which we operate where it is not legal to ask about an employee's membership of union or other representative organisations. The Rio Tinto Human Rights guidance covers freedom of association in relation to union membership. In Australia 12% of the workforce is covered by a collective instrument.

Minimum notice period(s) regarding significant operational changes, including whether it is specified in collective agreements.

The company seeks to provide employees with reasonable periods of notice.  However, as practice and legislation on minimum notice periods varies considerably between regions there is no common Group wide standard.

Rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities, by region.

Performance data
Safety
Safety management
Injuries & fatalities
Health
Health management
Occupational illness
Data for absenteeism is not available due to different Human Resources systems across the group. Rio Tinto is currently aligning their business systems and are in the process of implementing SAP globally across all businesses. Implementation will span over 5 years.

Education, training, counselling, prevention, and risk-control programs in place for assisting workforce members, their families or community members regarding serious diseases.

Health
Health management
Wellbeing
Occupational illness
HIV/AIDS

Average hours of training per year per employee by employee category.

Statistics on training hours and expenditure have not been collected on a Group wide basis although many business units do collect this information. 

Composition of governance bodies, and breakdown of employees per category according to gender, age group, minority group membership, and other indicators of diversity.

The way we work (PDF 85 KB)
Rio Tinto employs on the basis of job requirements and does not discriminate on the grounds of age, ethnic or social origin, gender, sexual orientation, politics or religion.  In many jurisdictions in which we operate it is not legal to ask about an employee's age, minority group or other indicators of diversity. Therefore, it is not intended to collect this information for reporting purposes. The current female participation rates within the Rio Tinto workforce are as follows. Graduates: 39%; General Managers 6%; Potential Future Leaders 20%.

Ratio of basic salary of men to women by employment category.

The way we work (PDF 85 KB)
Remuneration

Describe approach to identifying, preparing for, and responding to emergency situations affecting employees, communities, or the environment.

Our approach includes emergency response plans, disaster management plans and responding teams at each of our locations, with a central corporate crisis response committee. Disaster management and recovery plans are integrated with ISO14001 environmental management systems. Response teams carry out regular training exercises on local risks and events, often involving local community and external emergency services organisations. Plans at all levels are regularly reviewed and audited, both internally and externally, to ensure any emerging threats to a location are taking into consideration

Number of new cases of occupational disease by type.

Health
Health management
Wellbeing
Occupational illness
HIV/AIDS