Talent & sourcing management

We recognise that attracting, developing and retaining a skilled workforce is critical to business performance. We believe that our approach to attracting and retaining our employees is one of the most competitive in the industry and is based on:

Engaging with employees by providing information about the business, valuing each individual's contribution, and working with people to achieve ongoing change and improvement in the business
Competitive remuneration strategies, including an employee share savings plan.
Effective performance review, development planning, coaching and feedback processes
A talent management process where managers review employees' career aspirations and potential
Opportunities for training and development as appropriate to individual and business needs.
Opportunities for career development and progression, including options for working across a range of businesses both locally and internationally
A formal suite of leadership development programmes to improve the managerial and leadership capability of employees as they take on increased responsibilities
Flexible working arrangements in many parts of our business

Our mining and processing facilities are requiring an increasingly skilled workforce, requiring a high level of training and capability.

In addition, our commitment to sustainable development means that we require employees who are able to respond in a responsible way towards the environment and the communities in which we operate. So our human resources people aim to ensure that we hire high potential people. Many of these are recruited from the areas in which we operate, but an increasing numbers of employees are sourced internationally.

Rio Tinto recruits based on skills, qualification and experience and has policies and systems in place to support our equal employment opportunity principles. Employee numbers have increased and are continuing to increase as expansion of our operation occurs.

Our results

Employee numbers are continuing to increase as our operations expand across the world. In 2007, Rio Tinto directly employed about 39,000 people. Many of these are recruited from the local areas in which we operate, but an increasing number of employees are sourced internationally. In addition, Alcan employed an average of 67,000 people in 2007, including the Engineered Products and Packaging divisions. We employ graduates from many disciplines including engineering, anthropology, human resources, health, safety and environment.

For the fifth year in a row, there has been a significant increase in the number of graduates that we are recruiting globally, 265 in 2007, compared with 203 in 2006. We are also ensuring our systems provide appropriate opportunities for women graduates. Thirty per cent of the 2007 graduate intake were women, a 50 per cent increase from our 2004 baseline.

Although we have reached the goal for increasing the number of women at graduate levels, we would like to make better progress towards the goal for gender diversity at senior levels. Women represent 22 per cent of identified "future leaders", a two per cent increase from 2006, and seven per cent of Rio Tinto's senior management, a one per cent increase from 2006. A review of our diversity goals and the development of new initiatives to improve the representation of women at all levels, including senior management roles, is planned for 2008.

So if you are thinking of joining us, and interested in seeing our latest job opportunities, please visit our careers section. Or if you'd like to apply for our Graduate Programme; or if you would like information on vacation work, coop placements, or internships for undergraduates, as well as a range of scholarships through industry organisations and universities please visit http://www.graduates.riotinto.com/.