Nothing is more important to us than the safety of our employees and contractors.
Our goal is zero fatalities: we want everyone to return home safely at the end of the day, every day. That means not only our employees, but also our suppliers and local communities. We work to keep them safe and healthy by managing risks, promoting a safety-first culture, focusing more and more on health and using automation to remove people from high-risk work. We also believe safety does not begin and end at work and have taken steps to stop violence against women, with industry-leading programmes in Australia and North America to end family and domestic violence.
Inclusion & diversity
We are committed to an inclusive environment where people feel comfortable to be themselves. We want our people to feel that all voices are heard, all cultures respected and that a variety of perspectives are not only welcome – they are essential to our success. We treat each other fairly and with dignity regardless of race, gender, nationality, ethnic origin, religion, age, sexual orientation or anything else that makes us different.
We also aim for a diverse workplace – not just because it is good for our business, but because it is the right thing to do. We employ people on the basis of job requirements and do not discriminate on any grounds. We do not employ forced, bonded or child labour. We employ people with disabilities and make considerable efforts to offer suitable alternative employment and retraining to employees who become disabled and can no longer perform their regular duties.
We are not where we want to be on gender diversity, so we have established clear targets to improve the number of women in our organisation, at all levels. We have rolled out a global policy for gender-neutral parental leave and revised our policy on inclusion and diversity to reinforce our expectations around behaviours and personal accountability. Our goal is to increase women in senior management by 2% each year, and for our graduate intake to be 50% women, with 30% from places where we are developing new business. In 2021, we will expand our gender diversity targets beyond women in leadership to women at all levels of the organisation.
We are also a Founding Member of the Champions of Change Coalition, a group established to elevate gender equality.
To meet the dual challenge of increasing diversity and evolving our work environment to welcome diverse voices and perspective, we are investing $50 million to increase Indigenous leadership across our business in Australia. And we will continue to work on broader employment pathways such as entry level opportunities, career readiness programmes and school to work pathways in order to achieve our target of 8% Indigenous participation.
$50 million to attract, retain and support the development of Indigenous employees across Australia
- Changing our hiring practices by focusing on an Indigenous candidate’s potential, not their mining experience.
- Introducing a cultural onboarding programme to ensure leaders have the skills they need to support Indigenous employees.
- Pairing Indigenous employees with senior leaders and providing career coaching for employees while also developing leaders’ cultural competence.
- Supporting employees’ growth and development by identifying skill gaps and working with each employee to create a career plan, including further education.
- Growing cultural competency through cultural awareness training, and where possible, cultural immersion opportunities on Country or through working directly with Indigenous businesses and organisations.
Working at Rio Tinto
We produced the world's first certified responsible aluminium. We were the first mining company to embrace Indigenous peoples' land rights in Australia. And we created one of the world's biggest robots – and maybe one of the smallest. But we always want to do more.
Working at Rio Tinto means touching people’s lives: from exploring new materials to finding ways to tackle climate change. We value curiosity, creativity, innovation and hard work. We work in some of the most remote, beautiful places in the world – like the Northwest Territories in Canada and Weipa in Far North Queensland, Australia – as well as in major metropolitan hubs like Montreal, Perth, Brisbane and Singapore.
We know that work is changing and we are changing with it. We partner with governments and institutions to ensure that our people and communities have the skills they need throughout their careers.
For example, in 2019 we announced the Future Minds Accelerator programme, a A$10 million, four-year partnership focusing on skills for the digital future with leaders in Australia’s education and innovation sectors, including leading start-up accelerator BlueChilli and Amazon Web Services. In 2020, the programme engaged 100,000 Australian children, focusing on skills such as critical thinking, problem solving and automation. In addition, it provided training and professional development opportunities for 2,700 teachers and engaged more than 1,000 schools, helping drive interest in digital skills among students. The programme also helped the participating start-ups grow their businesses, creating 32 new jobs.
And in Western Australia, 28 high school students participated in the Certificate II in Autonomous Workplace Operations programme, the first nationally recognised automation qualification in Australia, which we launched in partnership with South Metropolitan TAFE (a technical and further education institution). The course, which launched in 2019, is designed to provide participants with the knowledge and skills needed to succeed in the resources industry of the future.