2024 AREEA Activities Report by AREEA

ACTIVITIES REPORT 2024 AREEA

ABOUT US

Australian Resources and Energy Employer Association (AREEA) provides a unified voice for employers on workforce and other industry matters.

AREEA’s vision is to assist resources and energy employers in creating a brighter future for all Australians.

A proud member-based organisation, AREEA’s work in policy and advocacy directly ensures positive outcomes for members and the broader industry.

Since 1918, AREEA has delivered high-quality and valuable workforce services to Australia’s resources and energy industry.

AREEA provides expertise, influence, leadership and support in key workforce areas including workplace relations, human resources, diversity, training, government relations and public affairs.

AREEA OFFICES

MELBOURNE (HQ)

Level 14, 55 Collins Street

MELBOURNE VIC 3000

Tel: (03) 9614 4777

PERTH

Level 15, 191 St Georges Terrace

PERTH WA 6000

Tel: (08) 6381 0378

BRISBANE

SW1 Building, Level 3, 104 Melbourne Street

SOUTH BRISBANE QLD 4101

Tel: (07) 3210 0313

AREEA BOARD

AREEA PRESIDENT

Julie Fallon

EXECUTIVE VICE PRESIDENT

TECHNICAL AND ENERGY DEVELOPMENT WOODSIDE ENERGY LIMITED

AREEA VICE PRESIDENTS

Tom Quinn

NON-EXECUTIVE CHAIRMAN NAGAMBIE RESOURCES LTD

Joanne Taylor MANAGING DIRECTOR COMPASS GROUP AUSTRALIA

DIRECTORS

Johnpaul Dimech

ZONE PRESIDENT, APMEA, BRAZIL AND LATAM REGION CEO, APMEA SODEXO

Bill Townsend

SENIOR VICE PRESIDENT CORPORATE INPEX

Simon Younger CHAIR

EXXONMOBIL AUSTRALIA

PRESIDENT'S NOTE

JULIE FALLON

AREEA PRESIDENT

Australia’s resources and energy industry is in a transformative phase. Our headline commodities have always experienced market volatility, often the offshoot of geo-political realities that today feel as prominent as ever. In addition to these time honoured challenges, we also have the energy transition to navigate.

Beyond these world-wide trends, sweeping industrial relations reforms in Australia are seeking to reorder workplaces without any regard for declining rates of productivity.

However, I cannot think of another industry with our record of prevailing against the headwinds. That is because we can see the opportunities in a challenge … to envision, innovate, upskill and ultimately grow.

All the while, our fundamentals are strong. Iron ore remains Australia’s number one export which, together with coal and liquefied natural gas, helped Australia’s export earnings reach a record $466 billion in the 2023 financial year, moderating to an estimated $417 billion in the year to June 2024.

These earnings underpinned the first back-to-back Commonwealth surpluses in 16 years – a fact often not recognised by commentators.

The revenue from our sector enables vital government services. Without the resources and energy industry, areas such as Medicare, the National Disability Insurance Scheme, hospitals, schools, child care and aged care would be deprived of critical investment.

As I said at AREEA’s IR & ER Forum in Perth earlier this year, the world’s energy security will depend on gas continuing to play a crucial role in the global energy mix. The energy transition will also need the minerals that our sector provides.

As an industry, we adapt and innovate. We have a track record of using advanced technology and upgrading skills to ensure

productivity and job security across the resources and energy industry are enhanced and strengthened. We are working to develop the low-cost, lower carbon strategies and technologies that will keep our sector robust and profitable.

The combination of the tried and true, with the inventive and new, that our industry has always excelled at, will secure our ongoing success and I believe enable us to go further than we’ve ever gone before.

It goes without saying that AREEA would be nothing without its members.

In times of great challenge, it’s the peoplebased professionals of member businesses who are so often in the hot seat, whether they be HR, IR, ER or part of the wider management and executive family. You both drive your businesses forward and constitute the essential circuitry of AREEA, ensuring our membership base is informed, strong and influential – all of which will be necessary as we navigate the year ahead.

On behalf of the AREEA Board, thank you for everything you do.

Finally, I would like to pay tribute to my presidential predecessor, Tom Quinn.

Market conditions, regulatory changes and rising costs of doing business have required strong leadership and a strategic response on AREEA’s part. Across four years, Tom has delivered this leadership and clarity.

He’s been an impeccable planner, canny forecaster and astute decision-maker; consensusbased and absolutely, member-focused.

Tom’s wealth of industry knowledge and steady hand have provided the direction to continue realising positive outcomes for members and I look forward to continuing to work with him.

At AREEA, your security, health and wellbeing, and helping to get in place those workplace structures that allow you to thrive, is our core business.

I look forward to serving you as President.

CEO'S MESSAGE

STEVE KNOTT AM

AREEA CHIEF EXECUTIVE

While the Albanese Government has pressed ahead with an IR agenda that is bad for business, parlous for productivity and intimidating for investors, AREEA has not bowed.

The Association’s successful incursions over the past 12 months against onerous new workplace laws and regulations were the result of technical rigour and considered strategy and execution.

To get inside the offices of ministers, including with some of our members, is one thing. To have the government listen, learn and respond tangibly to cogent arguments, is another.

AREEA’s hard-fought exemption for our industry’s many service contractors from harmful labour hire laws was achieved in exactly this manner.

The IR minefield remains – some might argue it is only getting started – with new union workplace rights, the “right to disconnect”, multi-employer bargaining and revised conditions around casual employment just some of the now legally-binding changes impacting employers.

However, AREEA trusts that recent efforts have only bolstered member faith in the foresight, pragmatic policy and strategic advocacy of the team.

Of course, the best way forward is rekindling productivity as the path to true growth of the economy and workforce.

In a time-critical industry – where red tape and costs wrought by wrong policy settings can mount quickly –AREEA will continue to work on behalf of our valued members, indefatigably and expeditiously.

And we will keep reminding the Government, in the face of its reluctance to admit it, the first back-to-back Commonwealth surpluses in 16 years were delivered by Australia’s resources and energy sector, contributing more than $70 billion annually in taxes and royalties.

This year’s IR & ER Forum – in Perth on 18 April – underlined AREEA’s commitment to members staying engaged and informed, particularly in tumultuous times.

Thank you to the hundreds of resource and energy professionals who helped make the day an outstanding success, with keynote speakers including Fair Work Commission President Justice Adam Hatcher and Shadow Minister for Employment and Workplace Relations Senator the Hon Michaelia Cash, expert panel discussions and insightful workshops.

The forum forensically broke down major challenges facing our industry, recognising that the “people areas” of member businesses are where the Government’s workplace relations changes are being most keenly felt.

AREEA’s involvement in the launch of the

Maritime Workforce Position Paper was another powerful piece of advocacy. It’s not often private industry, employer representatives and unions are on the same page.

But this report – detailing an alarming decline in Australia’s seafarer workforce that threatens the offshore oil and gas sector – was commissioned by energy company member INPEX, researched by AREEA and supported by leading maritime organisations Maritime Industry Australia Limited (MIAL), the Australian Institute of Marine and Power Engineers (AIMPE), the Australian Maritime Officers Union (AMOU) and the Maritime Union of Australia (MUA).

High-level consultations with government are continuing, especially in pursuit of a funding package to address serious shortfalls in the current education and training system for maritime professionals.

Meanwhile, numerous projects and publications are adding substantive immediate and compounding benefits for members. In this, I not only acknowledge the professional work of the AREEA team but the enthusiastic engagement of our members in the reference groups and directly.

Megatrends, the third in our Thought Leadership Series, is an incisive road map to how our industry needs to prepare for the wild and opportunistic technological and advanced manufacturing changes ahead.

Our Resources and Energy Remuneration and Workforce Insights Survey – delivered in partnership with Remsmart – is an industry-first platform helping members better understand and manage wage rates, staff turnover, training incentives and rosters.

In the Diversity and Inclusion space, there’s been a power of meritorious work led by the D&I Board, including a unique metrics “report card” tracking the progress of female participation in the resources and energy workforce, and strong campaigns against sexual harassment and for more childcare availability.

An extensive body of work – the Workforce Wellbeing Knowledge Library – was embedded on the AREEA website this year.

This impressive health and wellbeing resource includes providers and products; helpful articles, presentations and webinars; useful specialisations and skillsets, supportive evidence-based checks; and interventions and initiatives.

It’s been built recognising that resources and energy employers –

along with AREEA – stand together on psychosocial health and safety.

As well, AREEA’s That’s why I speak up behavioural intervention and awareness campaign was re-launched, creating more opportunities to send a strong message to work sites around the country.

AREEA’s Bright Future STEM Primary Schools program – reaching a record 10,150 Year 5 and 6 students across the nation this year – has the next generation covered. A big shout-out to our industry role models: those engineers, geologists, project managers and other STEM-related professionals who inspire the girls and boys with accounts of their adventures and motivations.

Industry briefings in Brisbane, Perth and Kalgoorlie, regular mental health and workforce webinars, on-point communications such as Employment Snapshots and fortnightly News Updates and the annual gala dinners and other significant networking events further reflect the endeavour and constantly expanding vision of the AREEA team.

AREEA’s specialist Workplace Relations Advisory Services team has again been in demand.

They’ve led independent investigations into incidents and complaints; managed disciplinary proceedings; audited policies, procedures and internal capability; and facilitated training in supervisory skills, leadership and workplace behaviours.

In the current environment, enterprise bargaining, project IR strategy, payroll auditing, member secondments and day-to-day support have come to the fore, along with targeted training to help leaders get across new laws and changes efficiently.

A package on workplace delegates’ rights was designed in two streams, for site-based supervisors/managers and head office leaders.

All of these support services will be in even greater demand in 2025 as unions and other parties test the limits of the transformed regulatory landscape.

AREEA’s members can be assured they are being supported and represented assiduously by their industrial relations and workforce specialist organisation.

I thank all members for their ongoing support and engagement in what has been a profound 12 months.

You sustain our continued relevance and success with your many contributions.

Together, we are better and stronger –as an industry and a nation.

INDUSTRY INFLUENCE

The Federal Government has used this year to bolt down its raft of contentious IR changes in the leadup to the next election.

In AREEA’s view, this intervention – the biggest upheaval of the Fair Work Act in its 15-year history – has simply gone looking for problems while lumbering business with unnecessary and hefty costs.

Policy makers have failed to articulate how these new laws will address the nation’s falling productivity growth.

And every element of the reforms smacks of union interests prevailing over the national interest.

With many members understandably perturbed, AREEA has directly confronted Canberra’s decision-makers.

After publication of last year’s Activities Report, the Senate – as AREEA forecast – passed key elements of the Closing Loopholes legislation, including Regulated Labor Hire Arrangement Orders.

Sizing up this inevitability months before, AREEA seized on a window of opportunity to begin negotiating critical amendments with the Albanese Government on behalf of members.

Through vigorous consultations, the Government acknowledged that service contractors – who employ their own people, use their own equipment and supervise their own staff – were not labour hire.

These specialist businesses are often the lifeblood of resources and energy projects.

Their subsequent exclusion from the labour hire regime was a victory hardfought and hard-won.

AREEA’s advocacy over the next wave of Fair Work Act amendments, including new rights for union workplace delegates and the “right to disconnect”, elicited more concessions from the Fair Work Commission and the promise of engagement on early test cases.

But with the first multi-employer bargaining cases hitting the coal industry, and unions trying to regain a foothold in the Pilbara, AREEA CEO Steve Knott went on the front foot in a page one article in The Australian on 16 September titled Labor ‘digging us into a hole’.

Summing up the apprehension and frustration of members, Mr Knott said:

"Despite the Albanese government suggesting the sector wouldn’t be impacted, miners are being dragged into multi-employer bargaining and face the risk of industry-wide strikes.

"Thousands of workers will soon be paid according to bargained terms and conditions of other businesses, and unions have been given a legislated leg-up to force themselves into workplaces and entire industries that have long since left them behind.

"Australia is on the threshold of a bizarre new era, where regulatory red tape, activism and unproductive workplace relations policies threaten the next wave of revenue and job-creating resources and energy projects."

Mr Knott pointed out the folly of further attacks on an industry which contributes $70 billion in royalties and taxes and enabled the first back-to-back commonwealth surpluses in 16 years.

As federal election momentum builds, AREEA will step up its campaign of support for new resources and energy projects that deliver vital jobs and investment – at the same time demanding consistency in policy settings to prevent economic harm and sovereign risk.

WORKPLACE POLICY & ADVOCACY

For most of this year, the Albanese Government’s sweeping industrial relations changes have again demanded AREEA’s full attention.

Late last year, AREEA continued to implement its strategic plan on the Fair Work Legislation Amendment (Closing Loopholes) Bill 2023, including negotiating directly with the Government on excluding service contractors from new labour hire (“same job, same pay”) laws.

This ultimately proved fruitful (see below), undoubtedly saving businesses, jobs and many millions of dollars – and was settled in November 2023, before the Government seized a political opportunity to split the Bill in two and pass the (now-amended) labour hire provisions with crossbench support.

Throughout 2024, AREEA also successfully opposed technical aspects of other new laws enlivened by both pieces of legislation (Closing Loopholes No.2 was enacted in February this year), including enhanced workplace delegates’ rights and the “right to disconnect”.

While the appointment of new Employment and Workplace Relations Minister Senator Murray Watt in place of Tony Burke signals an end to the Government’s first-term IR agenda, a re-emboldened union movement is poised to up the ante.

By remaining agile and prepared, AREEA will continue to provide the premium advocacy and support that limits members’ exposure to future shocks.

FIRST CLOSING LOOPHOLES BILL – DECEMBER 2023

Details of the amendments negotiated by AREEA to protect service contracting businesses from proposed new labour hire regulation became public knowledge on 22 November 2023 and attracted major media coverage.

While AREEA fundamentally opposed the legislation, in the previous months it had become clear the Government was intent on passing the Closing Loopholes

Bill before the end of the year and would not be turned.

AREEA knew this because it had been to Parliament House, Canberra, and read the room in frank discussions with then Minister Burke, senior departmental staff and crossbench senators whose vote was all but assured.

As a result, AREEA led a further delegation of specialist contracting member companies to concentrate the Minister on a particularly egregious outcome of the “same job, same pay” proposal for the resources and energy sector – the unacceptable risk of service contractors being captured and deemed “labour hire”.

To underscore this strategy, and further help and inform the Government, AREEA proposed a multifactor test to ensure legitimate contracting arrangements – such as for specialist maintenance, production, facilities management and related support services critical to the mining and oil and gas sector –were excluded.

The multi-factor test was largely adopted, with Minister Burke acknowledging AREEA’s role in remedying “unintended consequences” of the new labour hire regime.

He told the National Press Club:

"AREEA came to me with their members, and I sat in the little room around the corner from my office in Parliament House and there with a whole range of service contractors who were everything from heavy equipment to repairs, to catering. The case they made was compelling."

With the amendments locked down, the Government announced as expected that it would be progressing the Bill.

It had secured the support of crossbench senators to split the legislation and immediately pass around half of the proposed measures into law.

The first half of the legislation, which was passed on 7 December 2023 and received Royal Assent on 14 December 2023, contained the more foreboding issues for AREEA’s resources and energy members, such as:

• Labour hire regulation “same job, same pay” (but with service contractors exempt);

• Expanded workplace delegates’ rights;

• Criminalising wage theft; and

• Expanded union rights of entry to assist Health and Safety Representatives.

SECOND CLOSING LOOPHOLES BILL – FEBRUARY 2024

The second half of the legislation was re-packaged and passed by Parliament on 8 February 2024, receiving Royal Assent as the Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 on 26 February.

This legislation contained a number of additional highly contentious IR policies that continue to concern employers.

They include “intractable bargaining declaration” powers – which will radically reshape enterprise bargaining for the worse; replacing the existing definition of “casual employee” in the FW Act along with a new sixmonthly pathway to permanent employment; enabling a union representative to obtain an exemption certificate from the FWC to waive the 24-hours’ notice requirement for entry to workplaces; and the “right to disconnect” (see below).

AREEA ADVOCACY: NEW WORKPLACE DELEGATES’ RIGHTS

On 1 July, expanded rights and protections for workplace delegates were enshrined in all 155 modern awards and now must be included in all new enterprise agreements.

However, AREEA’s advocacy during the consultation period – led by a stronglyworded submission – proved influential. For example, the Association argued to eliminate from the final delegates’ rights term the implication that union representatives could attend employee performance reviews – treading on a longstanding and routine practice between employers and employees.

AREEA asserted: “Representation should not extend to routine performance reviews or general conversations as part of standard workplace policies and procedures.”

The final term excluded performance management from the matters in which a workplace delegate may represent the industrial interests of eligible employees (but retained disciplinary processes).

Among other small “wins” in the final term:

• Right of representation is only enlivened when there are eligible employees “who wish to be represented by the workplace delegate in matters”.

• An employer is not required to provide reasonable access to workplace facilities if they do not have the facility, it is impractical due to operational reasons, or that they do not have access to the facility at the enterprise.

• Right of representation in bargaining must only occur if the delegate is appointed under section 176 of the FW Act or if they are assisting their union.

Nevertheless, fundamental challenges remain – especially around the new training entitlement.

Employers must now provide five paid days for workplace delegates to undertake union training in their first year in the role.

Thereafter, the entitlement is at least one paid training day a year.

Aside from these new business costs (of effectively upskilling in-house industrial activists), the workplace and logistical complexities for resources and energy enterprises loom large.

For FIFO arrangements, it is to be hoped common sense prevails.

AREEA is advocating for employers to have the right to insist any paid time off for union delegate training be taken during the off-roster part of swings, with the risk of mayhem if rosteredon employees are being flown off hydrocarbons platforms or transported from remote mines.

There are more concerns about the seemingly uncapped number of workers who could nominate as a delegate of the union and spend a substantial amount of work time progressing the union’s interests.

While the number of delegates who can access paid training is limited –albeit to an unreasonably high ratio of one workplace delegate per 50 eligible employees – the number of employees who could exercise representation and access privileges is unlimited.

Given the costs, productivity impacts and operational disruption ahead, AREEA has sought wider clarity from the FWC on a “delegate cap”.

AREEA ADVOCACY: RIGHT TO DISCONNECT

AREEA advanced a detailed submission to the FWC ahead of the change to modern awards to include a “right to disconnect” term, which took effect on 26 August 2024.

The right to disconnect – which is a Greens Party policy not flagged prior to the last Federal Election - allows eligible employees the right to refuse unreasonable contact from their employer out of hours.

It is a workplace right, meaning employers are exposed to an adverse action claim if a breach occurs.

AREEA reflected to the Commission the key misgivings of members, including that a right to disconnect would add complexity for communications with employees on large industrial sites with many workers under several awards. Awards often vary over when employees can be “‘recalled” to duty, shift duration and when and how workers can be contacted on a work matter. These disparities become problematic for managers and supervisors when making necessary contact with employees working under different arrangements.

Communication between managers and employees is already complicated enough. The new right requires employers to not only appraise the reason for the contact, how it was made and to what extent the employee is compensated for the contact, but requires them to evaluate the level of disruption caused by the contact – and the employee’s personal circumstances.

The “level of the disruption” consideration seems to involve a heavy amount of guesswork as to the employee’s reaction to the contact, and their circumstances. This would be knowable only if the employee chose to inform their employer.

AREEA’s submission called on the FWC to prioritise simplicity and flexibility, even as the ACTU and CFMEU pressed the Commission to go further.

In the end, it was pleasing the FWC adopted a light touch approach – in line with recommendations from AREEA and other employer representatives. Union calls for a prescriptive term imposing additional obligations and rights were not heeded.

On the positive side, especially for our sector, the Award Term does state that employers can require employees to monitor, read or respond to contact where they receive a “stand-by allowance” and/or where the employer’s contact is to notify the employee they are required to attend or perform work. Yet the FWC has not provided any concrete indication of when it would be “reasonable” for an employee to refuse to monitor, read or respond to contact, or attempted contact, by their employer or a third party.

It appears the Commission also will not be issuing any practical guidance until it has dealt with some initial disputes concerning the right to disconnect.

Therefore, while awaiting test cases for guidance material, employers must consider what is “reasonable” on a case-by-case basis.

GROUNDING RELATIONS WITH THE FAIR WORK COMMISSION

From the outset, AREEA responded to the new legislative landscape with a comprehensive correspondence to FWC President Justice Adam Hatcher in February 2024 outlining the challenges for industry; suggesting how the Commission could equitably administer the new provisions; and seeking to be heard as a key stakeholder/interested party in early test cases.

AREEA’s proposals to the FWC included:

• Ensuring appropriate levels of administrative onus/burden on applicants for Regulated Labour Hire Arrangement Orders – to discourage vexatious/speculative applications and to allow the FWC to dismiss applications that fail to meet thresholds without burdening the employers named as parties;

• Requesting the FWC provide guidance on anti-avoidance provisions (what behaviour, in its view, would and would not be considered avoidance behaviour);

• Limitations on “reasonableness” regarding the new delegates’ rights and protections; and

• Barriers or processes to help employers deal with “not fit and proper persons” seeking access to site under state/territory law to “assist” health and safety representatives.

The President’s response noted

AREEA’s concerns and request to be involved as a key industry stakeholder as the FWC establishes its new jurisdictions and processes.

AREEA continues to be ready to intervene, with members’ support, in key significant early test cases.

SPOTLIGHT ON SEAFARER SHORTAGE – A MAJOR AREEA REPORT

On 23 July 2024, AREEA participated in the launch of a significant paper –commissioned by energy company member INPEX – on the seafarer shortages putting national energy security, defence and supply chain resilience at risk.

The Maritime Workforce Position Paper called for an urgent overhaul of maritime skills and training.

It grew from a unique collaboration between INPEX, AREEA and leading maritime organisations Maritime Industry Australia Limited (MIAL), the Australian Institute of Marine and Power Engineers (AIMPE), the Australian Maritime Officers Union (AMOU) and the Maritime Union of Australia (MUA).

AREEA was instrumental in coordinating private industry, employer and employee representative bodies – both in the research and drafting of the paper, and in compiling an earlier preBudget submission to the Federal government seeking funding to redress the issue.

The report’s release at Port Melbourne, attended by then federal Skills and Training Minister Brendan O’Connor and Victoria’s Minister for Ports and Freight Melissa Horne, received national media coverage and AREEA continues to lead the effort to right the ship of the nation’s underpowered and understrain maritime sector.

Recently, AREEA Deputy Chief Executive Tara Diamond travelled to Canberra to brief new Skills and Training Minister Andrew Giles.

The Maritime Workforce Position Paper reveals:

• A major shortage of seafarers with the internationally-recognised qualifications required to service strategically significant Australian maritime assets.

• An ageing current workforce in desperate need of regeneration.

• A major funding shortfall for maritime skills training to meet the jobs’ gap.

Australia’s declining pool of seafarers directly impacts the capacity to maintain and expand our offshore oil and gas sector.

Shifting energy strategy will expose a severe shortage of maritime professionals to support offshore windfarms and carry out important decommissioning work.

The report identifies poor training pathways as central to the nation’s inability to develop the maritime workforce needed – with myriad barriers and disincentives stymying education and skills’ development, such as high costs and a lack of access to berths to undertake the mandatory sea time.

It calls for a whole-of-government Commonwealth response and funding package to address proven pinch points in maritime education, training and retention; streamlining the complexity of current pathways and assisting with heavy costs stifling the pipeline of ratings, engineers and officers.

AREEA will keep our maritime and other offshore members updated as high-level consultations continue.

SPHERE

OF INFLUENCE

AREEA is a member of the two preeminent government/stakeholder IR working groups, the National Workplace Relations Consultative Committee (NWRCC) and the Council on Industrial Legislation (COIL).

The Association thus has a prominent voice at the table in deliberations on crucial workplace and industrial relations legislation and regulation.

After 106 years, AREEA’s work remains guided by our members, advisory boards and committees, various sector-based Special Interest Groups (SIGs) and direct feedback.

That’s why we are proudly the resources and energy industry’s premier policy and advocacy voice, uniquely heard at the top echelons of government, bureaucracy and industry.

PUBLIC AFFAIRS

In the 12 months since the 2023 Activities Report, AREEA was once more the leading industry voice on the Albanese Government’s industrial relations agenda.

AREEA’s advocacy on behalf of members was reported widely by national media – from front page stories and opinion columns to TV and radio news grabs and interviews.

keeping with its reputation as an expert and trusted stakeholder.

The Maritime Workforce Position Paper launch achieved broad reach across more than 130 metropolitan and regional news sources.

Issues including labour supply, skills shortages, workforce trends, the future of gas, the Bright Future STEM program and women in mining also drew significant coverage.

Bright Future STEM lights up the world

The Australian Resources & Energy Employer Association (AREEA) today brought its acclaimed Bright Future STEM Program to the International Mining and Resources Conference (IMARC) at ICC Sydney.

www.pacetoday.com.au, 2 November 2023

IR bill could smash economy

“(Specialist contracting companies) must not be disrupted, let alone destroyed, as part of the enormously wide reach of the Government’s same job, same pay laws within its Closing Loopholes Bill.” – AREEA CEO Steve Knott

AFR, 4 November 2023

Why AREEA didn’t go with the herd on the IR bill

“Consulting with members, regulators and the government of the day on industrial relations is our core business.” – AREEA CEO Steve Knott

AFR, 22 November 2023

Labor’s

breakthrough leaves defeated bosses fuming

Like the government, the crossbench preferred the approach of the Australian Resources and Energy Employer Association which recognised the labour hire changes were more than likely to be legislated and negotiated important amendments on behalf of their members.

The Australian, 7 December 2023

Major twist in IR laws dilemma

In a deal with the Australian Resources and Energy Employer Association, Workplace Relations Minister Tony Burke has agreed to specifically exempt service contractors from the Closing Loopholes Bill – a key argument against the laws.

The West Australian, 22 November 2023

Labor strikes secret deal to get workplace changes over the line

After weeks-long negotiations, the agreement to exempt service contractors from the new workplace laws was signed off on Tuesday by Mr Burke and the Australian Resources and Energy Employer Association, whose members include Fortescue, Woodside, ExxonMobil and Chevron.

ALP has no grasp of Australia’s need to compete

But AREEA also made it clear that it had read the room on Labor’s political determination to get its way on industrial relations matters.

AFR, Editorial, 9 December 2023

The Australian, 21 November 2023

Halfway there as Closing Loopholes part 1 passes Senate

Steve Knott, head of the Australian Resources and Energy Employer Association, said the passage of the bill “vindicates” his organisation’s decision to negotiate carveouts.

The New Daily, 7 December 2023

Cost of living relief for Australian households

“Without doubt, the ability for the Australian government to offer cost of living relief to Australian households is on the back of a strong resources and energy sector.” – AREEA Director of Industry & Advocacy Tom Reid

National Nine News, 16 January 2024

Santos $5.7B gas pipeline to proceed following legal battle

AREEA said it believed the ruling was a considered and sensible outcome that will inject confidence into the offshore oil and gas industry.

Energy Magazine, 17 January 2024

Miners targeted in historic bid for multiemployer deal

At the time the laws were introduced, the Australian Resources and Energy Employer Association launched a multi-million dollar campaign against Labor and the Business Council demanded the mining industry be excluded.

AFR, 24 January 2024

Stage 3 about-face stings resource workforce –AREEA

The Federal Government’s scrapping of stage 3 tax cuts is an attack on thousands of resources and energy sector workers, according to the Australian Resources and Energy Employer Association.

industryqld.com.au, 25 January 2024

Innovations set to revolutionise resources and energy sector

The Australian Resources & Energy Employer Association has released a groundbreaking report, Megatrends, predicting significant technological advancements that will reshape the resources and energy sector.

resourcesreview.com.au, 9 May 2024

Supply chain warning over critical seafarer shortage

The paper was commissioned by oil and gas company INPEX with support from the Australian Resources and Energy Employer Association, the Maritime Union of Australia and other organisations.

The Canberra Times, 23 July 2024

Resources association says forced multi-employer bargaining ‘a threat to the economy’

AUSTRALIAN Resources and Energy Employer Association deputy CEO Tara Diamond has issued a warning about multi-employer bargaining being ‘foisted’ on the resources sector.

Business Acumen Magazine, 26 August 2024

Graduates seize opportunity as talent squeeze bites

AREEA points to 103 major resources and energy projects in Australia's investment pipeline, requiring 30,000 new production-related jobs.

AFR, 12 February 2024

Behind the secret IR deal that split mining sector & saw contractors exempt from ‘same job, same pay’ scheme

A tranche of letters and emails … reveal how the Australian Resources and Energy Employer Association worked behind the scenes with Workplace Relations Minister Tony Burke on an agreement to exempt service contractors.

The West Australian, 16 February 2024

Labor ‘digging us into a hole’: $131bn resources project pipeline ‘at risk’

AREEA chief executive Steve Knott warned that the strength of Australia’s major project investment pipeline was threatened by the Albanese government’s workplace and environmental agenda.

The Australian, 16 September 2024

Anti-resources policies risk living standards, services

Too much is at stake in major projects, as Mr Knott points out, which the nation needs for revenue and energy, for Anthony Albanese not to change course.

The Australian, Editorial, 16 September 2024

SOCIAL MEDIA INFLUENCE

AREEA continues to deliver an active program of social media marketing and engagement in support of AREEA’s activities, capabilities and advocacy positions. Social media has proved to be an effective platform for communications, being low cost and highly targeted to AREEA’s networks within niche markets.

Engagement on AREEA’s LinkedIn company page has accelerated to 6,120 followers (24 per cent of them based in the greater Perth area and 14 per cent in greater Brisbane). AREEA is confident these strong results will continue.

SUPPORT

After many years of relative stability and control, workplace relations is squarely back in executive boardrooms as a key area of challenge and risk.

This has been driven by the most substantial upheaval of Australia’s employment regulation since 2009, an emboldened trade union movement and unprecedented levels of intervention in the employer-employee relationship.

In no sector is this more acute than the resources and energy industry. Via its high paying, direct engagement approach, big parts of the industry managed to stay largely “outside of the IR system” for a long period of time.

But without astute strategic advice and a constant finger on the pulse, those days may be numbered. Much of the new regulatory environment is designed to drag those employers back within the system.

It is in this context that AREEA’s partnership with its members is more critical than ever.

From assisting executive leadership teams with highlevel strategy to training supervisors and frontline leaders on new employee rights and regulatory obligations, the support AREEA provides is invaluable as members navigate increased complexity and emerging risks.

With AREEA’s guidance members can chart a path forward, reassured the industry’s experts are by their side.

YOUR PARTNER IN WORKPLACE RELATIONS

AREEA ADVISORY TEAM

In 2024, AREEA’s advisory team enhanced its reputation as members sought their professional and practical counsel to assess and address any vulnerabilities.

Proactive and relationship-driven, our advisers served both long-term connections and newer members, delivering high-level strategic and operational advice.

Cost-effective expertise and strategy covers workplace relations, human resources, enterprise bargaining, workforce development and change, workforce diversity and inclusion, workplace investigations and legal representation.

Advisers harness first-hand experience and industry knowledge when collaborating with your business to manage potential risks and provide solutions.

This support encompasses formal advice, practical guidance and support, ad-hoc or projectbased activity, strategic planning processes and workshops and supplementing internal resources through on-site or head office secondments.

IR STRATEGY

Once again AREEA has proven itself the preferred adviser on fundamental industrial and employee relations strategy. Members relying upon AREEA’s unparalleled expertise in 2024 ranged from emerging owner-operators preparing to develop first assets to the nation’s largest companies staying on top of industry best practice and emerging risk.

Such advice includes weighing up an enterprise agreement vs common law contract approach, analysing the potential impacts of regulatory upheaval, contractor IR risk management, compliance and payroll systems and managing trade union and government relationships.

When members needed a keen eye or a sharp mind for strategy over the past 12 months, AREEA was at their side.

ENTERPRISE BARGAINING

2024 has demonstrated that AREEA members are in a completely different bargaining environment than just a few short years ago. Significant changes to the bargaining system coupled with operational challenges, cost-of-living pressures and bolstered union representation rights have led to more frequent, intense and combative bargaining.

AREEA’s advisers have bargained on behalf of members across every sector of the industry, from offshore Western Australia to the Queensland coal fields.

Our team’s knowledge of the IR framework – from FWC approval processes to management of industrial action and union coverage rules – is second to none.

COMPLIANCE MATTERS

The focus on paying people in accordance with their relevant industrial instruments is greater than ever. Members are increasingly relying upon AREEA’s capabilities to conduct fast and accurate “Better Off Overall Test” (BOOT) analysis to ensure compliance with modern awards and to compare outcomes between varying enterprise agreements.

Regular compliance checks are also undertaken to ensure the latest legislative minimum standards are adhered to, while audits have been undertaken to identify discrepancies in public holiday payment issues and historic underpayments.

WORKPLACE INVESTIGATIONS

AREEA remains the industry’s preferred and truly independent option for workplace investigations. From seemingly straightforward disciplinary matters to the most sensitive and complex of circumstances, AREEA’s investigators are renowned for their professionalism and experience. With the triumvirate of legal qualifications, industry expertise and knowledge of the Fair Work machine, members can confidently place any workplace investigation issue into AREEA’s trusted hands.

SECONDMENTS

If anyone knows the value – and challenges – of finding top talent to handle workplace relations issues within resources and energy, it’s AREEA. That’s why our people are so heavily in demand from members for secondments.

AREEA provides highly flexible options for secondments, ranging from a day per week to supplement your capabilities through to full-time placements for many months. A pipeline of readily deployable, highly capable and motivated advisers is part of the parcel at AREEA.

LEGAL AND REGULATORY RISK

Building substantially on this theme from 2023, AREEA has over the past year worked intensely to assist members with understanding the practical impacts and possible legal risk and liability arising from continued upheaval to Australia’s employment laws.

Off the back of the “Secure Jobs Better Pay” amendments of 2022/2023, the Albanese Government passed even greater changes to the Fair Work framework via its “Closing Loopholes” amendments in December 2023 and February 2024.

As a result, AREEA’s advice and support in both breaking down the real practical impacts of the enormous legislative change, and translating that to technical assessments within members’ workplaces, has been in hot demand.

LABOUR HIRE REGULATION

The FWC’s new jurisdiction to make “Regulated Labour Hire Arrangement Orders” (commonly known as “Same Job, Same Pay Orders”) has thrown an enormous spanner in the works of longstanding and perfectly legitimate contracting and supplementary labour arrangements in the resources and energy sector.

Members have regularly engaged AREEA to provide briefings to executive and procurement teams on the greatest risks, how the FWC will approach applications and where employers will have the best arguments to defend orders being made.

With our expertise in managing FWC proceedings, AREEA has been engaged to support both labour hire and asset principal members in tribunal hearings and supporting arguments.

MULTI-EMPLOYER BARGAINING

Employers in Australia are now operating within a new era of multiemployer bargaining. Throughout 2024, AREEA has worked with members to provide detailed advice mapping out exposure and risk to multi-employer bargaining campaigns.

This includes identifying where businesses may be deemed to have common interests, could be found to be “reasonably comparable” and where motivations may exist for unions and employees to pursue a multi-employer bargaining strategy over single enterprise agreement making.

With the first “Single Interest Employer Authorisation” decision handed down in August, compelling three distinct coal mine operators to bargain collectively

against their will (and despite the Albanese Government’s earlier reassurances the mining sector would see little impacts), this theoretical risk is fast becoming a reality.

AREEA has provided detailed briefings and advice to members on the outtakes of that landmark decision and, with a Federal Court appeal underway, what the result ultimately means for AREEA members and the industry at-large.

CASUAL EMPLOYMENT AND CONTRACTING

Among the more substantive changes to the Fair Work Act in 2024 are the redefining of casual employment and independent contracting arrangements.

With the FWC and courts now required to assess the “totality of the relationship” between parties, and employers no longer able to rely solely upon contract terms to argue an arrangement is casual or that a person is engaged as a contractor and not an employee, a great deal of complexity and risk now resides with non-permanent forms of engagement.

In this context, AREEA is providing regular advice to members on how to continue longstanding practices while remaining compliant with the new definitions, tests and relevant conversion provisions.

WORKPLACE DELEGATES’ RIGHTS

One of the most egregious and unjustified changes made recently to federal IR laws was the enormous expansion of rights and protections afforded to workplace delegates – that is, certain employees who nominate as the delegate for their relevant union in your workplaces.

AREEA has assisted members to understand what the new general protections entail, how the FWC’s modern award delegates’ term should be applied in your workplaces and

what steps must be taken to both educate and contain the response from the workforce.

RIGHT TO DISCONNECT

No industrial relations “reform” issue really grabbed the public’s attention in 2024 like the “Right to Disconnect”.

With employers now scratching their heads as to what this really means, AREEA’s advice has been pivotal. Through practical considerations and watertight contract terms, AREEA has helped the industry’s response to minimise potential disruption from this novel, and in many circumstances quite unnecessary, new feature of our IR framework.

PUBLIC HOLIDAY LEAVE PRACTICES

The treatment of leave and public holidays continues to be a significant and challenging area for HR/IR professionals. In the absence of any definitive court determination, many employers have adopted the view publicly taken by BHP in June 2023 that it had incorrectly deducted annual leave from employees who were absent from work on public holidays.

As result, AREEA has assisted many members in assessing whether any deductions of annual leave days falling on public holidays could be inconsistent with the National Employment Standards (NES).

In addition to direct support, AREEA conducted a member survey to determine if there were commonly adopted views and practices within certain sectors of AREEA’s membership, and to ascertain how widely employers are auditing their practices and taking corrective action.

These steps have contributed greatly to the AREEA network’s collective understanding of this complex issue.

IR & ER FORUM

With the pace of change and risk in Australia’s workplaces, AREEA’s Industrial and Employee Relations Annual Forum 2024 tapped the expertise of our most influential resources and energy sector and IR leaders.

The all-day event in Perth on 18 April opened with illuminating addresses from AREEA President Julie Fallon, Fair Work Commission President Justice Adam Hatcher and Shadow Minister for Employment and Workplace Relations Senator the Hon Michaelia Cash.

Then it was down to work across a series of panel sessions featuring experienced IR/ER managers and other workplace experts.

The first of these – The Big Picture Panel – featured AREEA CEO Steve Knott AM, IR Law King’s Counsel Stuart Wood AM, Adelaide Law School’s Professor Andrew Stewart and Employment and Workplace Relations Department Secretary Natalie James.

After lunch, senior IR/ER practitioners tackled a range of hot topics in mining, hydrocarbons and contractor TED Talks.

Interactive workshops included deep dives into psychological safety in the workplace and initiatives to drive productivity and manage new union rights – and an examination of how corporate boards and their executives could better transact the “reformed” IR environment through to the ins-and-outs of bargaining.

AREEA’s unrivalled team of industrial relations specialists facilitated the program, with hundreds of resources and energy executives and workforce professionals grasping the opportunity to unpack regulatory change.

Senior executives, workplace generalists, IR and HR leaders and developing practitioners were all a part of these dynamic discussions.

Thank you for attending a memorable collaborative training session.

BESPOKE TRAINING SOLUTIONS

With members demonstrating an appetite for upskilling their people with the latest information and expertise, AREEA’s training solutions have been in extraordinary demand across 2024.

An overview of the most popular courses is provided below.

UNDERSTANDING NEW WORKPLACE DELEGATES’ RIGHTS

This year AREEA was pleased to present an important new training package for members on workplace delegates’ rights.

With new laws introduced that significantly expanded the rights and protections of workplace delegates, it was imperative to get all leaders across these new laws efficiently.

That’s why AREEA’s training was developed in two streams. One version is for site-based leaders (supervisors and managers), with the second tailored for head office leaders.

Upon completion of this course, member representatives understand the new rights, protections and obligations under the Closing Loopholes amendments to delegates’ rights and practical considerations specific to Australia’s resources and energy industry workforces and workplaces.

SUPERVISOR SKILLS

Develops leadership skills such as communication, time management, performance management, conflict resolution and effective decision-making to build capability of front-line managers and drive organisational success and a positive workplace culture.

Can incorporate elements of the above delegates’ rights training to ensure supervisors are upskilled on this new area of law, in addition to the fundamentals.

APPROPRIATE WORKPLACE BEHAVIOURS

Promotes positive workplace behaviours and manages organisational risks of inappropriate conduct such as sexual harassment and bullying.

RIGHT OF ENTRY

Develops awareness of the rights and responsibilities of employers in regard to union right of entry (including the latest legislative changes) and equips participants with the skills and knowledge needed to prepare for and manage a right of entry effectively.

PERFORMANCE, DISCIPLINE AND TERMINATION

Protects members from legal risks by providing the necessary information, skills and processes to confidently manage poor performance or misconduct.

MANAGING WORKPLACE INVESTIGATIONS

Advises how to conduct effective workplace investigations with methods that minimise risk and ensure an independent and fair process.

WORKPLACE RELATIONS 101

Popular graduate and entry-level HR and IR professional course that develops understanding of the legislation, case law, contracts, awards and agreements required to grow and excel in this discipline (including the latest IR changes).

SKILLS ANALYSIS & LEADERSHIP

27,000 NEW RESOURCE JOBS AT STAKE – FORECAST

In September 2024, AREEA published the fifth edition of its Resources and Energy Workforce Forecast series of reports.

The 2024-2029 edition lists 107 major resources and energy projects in Australia’s investment pipeline –either already committed or considered advanced –expected to enter production between the second half of 2024 and end of 2029.

These projects are worth about $131 billion and are forecast to drive demand for around 26,810 new production-related jobs.

WORKFORCE

While estimates are slightly down on last year’s 20232028 report (103 projects worth $142 billion and 28,000 jobs), the consistency reported across past editions demonstrates the ongoing attractiveness of Australia as a place for major resources project investment.

Despite this, the new report warns our national decision-makers not to take the ongoing strength of our industry for granted. Recent market challenges mean our projected workforce growth will be coming off a much lower than expected base, with 35,000 jobs shed from the sector in the 12 months to May 2024.

AREEA leveraged this unique report to encourage governments at all levels to reset and reunite with industry; to navigate a path forward in the best interests of the nation and all that it gains from mining and energy project investment.

Further, as with every edition of this series, feedback indicates the report greatly assists with members’ workforce planning and commercial considerations.

THE LATEST AND BEST REMUNERATION & BENEFITS INSIGHTS

AREEA has proudly built upon its partnership with REMSMART to present members with extensive, up-todate industry data on pay, incentives, turnover and other key workforce insights.

The third and fourth editions of the Resources and Energy Industry Workforce Insights & Remuneration Report were published in 2024, revealing movements in salary, compensation and benefits as well as key intelligence on flexibility and inclusion, training opportunities, workplace behaviours, leave entitlements, drug and alcohol policies and more.

They also identified the top human resources trends of each six-month period.

Employers are increasingly turning to workplace data and insights to better position themselves, particularly when it comes to hiring the best new employees in a tight labour market.

Members should expect the fifth report in this six-monthly series in February 2025.

Participating survey companies additionally receive the full data set – entirely inclusive within your AREEA membership subscription.

Plans are afoot for greater expansion and data scope within future editions of the Workforce Insights & Remuneration Report as more members are involved, proving invaluable to resources and energy industry workforce planning.

EXPLORING THE INDUSTRY’S “MEGATRENDS”

In 2024 AREEA was proud to publish the latest report in our “A New Horizon Thought Leadership” series: Megatrends.

This publication explores various trends ranging from the energy transition to artificial intelligence and robotics that are changing the world and the future of work.

They’re driving innovation, investment and government incentives and regulation – and creating opportunities and challenges for the resources and energy industry. While traditional strengths such as gas continue to play a crucial role, the right planning, capability and resourcing is essential.

The industry’s biggest megatrends include the so-called Fourth Industrial Revolution, the materials revolution, the bio-revolution and greater demand for trust and governance.

Findings in this insightful report were further informed by a survey of 20 senior resource and energy industry leaders from across AREEA’s membership.

Megatrends is offered as a valuable resource for members ahead of projected upskilling and restructuring aligned to four overarching themes: growing demand for specialised technology skills, changing workforce demographics, less demand for low-skilled, routine and on-location jobs and greater workforce expectations.

As per all the “New Horizon” series, Megatrends was an initiative driven by AREEA’s People and Culture Advisory Board for the benefit and knowledge of our membership network.

WORKPLACE WELLBEING

DIVERSITY AND INCLUSION SUPPORT

AREEA continues to drive D & I support and initiatives via its Australian Women in Resources Alliance (AWRA) program.

In response to the resources and energy industry’s aspiration to build diversity and inclusion capability, AWRA provides support and engagement for employers to make the industry more diverse, equitable and inclusive and to boost women’s workforce participation.

In 2024 AWRA facilitated programs, support and guidance materials and regular webinars, all designed to help employers attract, retain and develop female talent, build their gender diversity and inclusion capability, become an employer of choice for women and realise the advantages of a diverse and inclusive workforce.

WORKFORCE WELLBEING KNOWLEDGE LIBRARY

In mid-2024, AREEA announced the launch of a significant new member resource – the Workforce Wellbeing Knowledge Library.

Wellbeing is a major challenge for resources and energy companies, with one in five industry workers experiencing a mental health condition every year. Driven by strong member demand, this virtual reading room puts workplace health and wellbeing assistance, services and research at your fingertips.

While an information bank, the Workforce Wellbeing Knowledge Library is easily navigable.

Linked to the acclaimed industry-first AREEA Resources and Energy Industry Mental Health Framework and AREEA Mental Health Maturity Assessment Tool, the Workforce Wellbeing Knowledge Library will be updated regularly.

As the industry’s leading workforce voice, AREEA will continue to engage with mental health and wellness experts and resources and energy professionals on initiatives that create and support mentally healthy workplaces.

BREAKTHROUGH MENTAL HEALTH TOOL AWARD NOMINATED

AREEA’s breakthrough Mental Health Maturity Assessment Tool has been named as a finalist in the WA Department of Energy, Mines, Industry Regulation and Safety (DEMIRS) Work Health and Safety Excellence Awards.

The industry-first innovation was nominated for “Best intervention to address a psychosocial hazard in the workplace”.

A first edition was published in October 2022 with a second refreshed iteration – following feedback from members – launched in early 2024.

Developed from the Resources and Energy Workforce Mental Health Framework, and guided by AREEA’s Workforce Wellbeing Advisory Board, the platform assesses an organisation’s mental health initiatives against industry best practice – measuring progress over many years.

It works by applying the Framework – particularly

the “maturity scale” – to mental health activities, actions and strategies in the workplace. Five stages of mental health maturity are identified, from “Essential” to “Progressive”.

AREEA’s commitment to employee health and organisational success inspired the tool’s development.

Easing the burden particularly on resources and energy industry mental health professionals improves their wellbeing and efficiency, advancing the mental health and wellbeing of the workforces they serve.

With hundreds of downloads, AREEA recommends all members consider accessing this invaluable resource.

Note: At time of publishing, the winners of the 2024 DEMIRS Work Health and Safety Excellence Awards were yet to be announced (October 31 at Perth’s Optus Stadium).

THAT’S WHY I SPEAK UP –HARASSMENT CAMPAIGN RELAUNCH

By popular demand, and on advice of our Workplace Wellness Advisory Board (and Psychosocial Hazards Working Group), AREEA in September relaunched its National Workplace Sexual Harassment Campaign – That’s why I speak up.

It’s another chance for employers to join the many others who have leveraged this superb resource to help stamp out workplace sexual harassment.

As the national employer association, AREEA has diligently led work in this space and provided a central point of coordination and communication across industry, government and community stakeholders.

These endeavours have culminated in That’s why I speak up – a campaign to reinforce a clear and uniform understanding of behavioural standards and accentuate “upstanders” in the workplace as a powerful tool for eliminating sexual harassment.

The campaign offers an array of practical deployment options, with several creative themes, formats and options to customise members’ materials.

More information at areea.com.au.

This year, landmark changes to Australia’s workplace relations system have transitioned into law – with AREEA ensuring members are prepared through bespoke and broader engagement as part of a strong community of interest.

In uncertain times, these connections have never been more important.

AREEA’s expert guidance has helped navigate the biggest challenges – and mitigate risk – applying a suite of tools and services including webinars, advisory boards, working groups, in-person events, case studies and news updates.

Members are active participants in the issues and processes that matter, including policy formulation.

In 2024, this two-way dialogue has again proved crucial, collaborating with members in direct representations to government ministers and department officials on industrial relations, employment and skills’ needs such as the looming shortage of seafarers which threatens to directly impact the resources and energy industry.

Elsewhere, AREEA has kept members abreast of fast-breaking industry news and significant workplace issues such as psychosocial health and safety and diversity and inclusion.

With a 106-year history, AREEA’s proven strength is agility in the face of inevitable industry evolution, keeping members informed and supported by placing a premium on engagement and communication.

ENGAGEMENT

AN INFORMED AND CONNECTED NETWORK

AREEA SPECIAL INTEREST GROUPS

AREEA’s Special Interest Groups (SIGs) provide members with a valuable and secure network for discussion and advice around areas of interest or sub-sectors of the resources and energy industry.

These discreet groups are a forum for members to decipher industry trends, voice issues, share knowledge and shape AREEA’s policy and advocacy efforts. The SIGs cover a range of common sector interests, from hydrocarbons and coal mining to vessel and offshore operations – and offer an unparalleled level of support and engagement.

In 2024, AREEA’s SIGs broke down the impacts of legislative change and trade union incursions into certain sectors. With timely sharing of information and a spirit of open collaboration, membership of an AREEA SIG helps people professionals understand what’s going on across their sub-sector, and better informs them to manage the same issues internally.

AREEA’s SIGs cover:

• East Coast Mining Principals

• West Coast Mining Principals

• Gold Mining Employers

• Service Contracting Employers

• East Coast Hydrocarbons

• West Coast Hydrocarbons

• Maritime Employers (Vessel Operators and Crewing Agents)

• Offshore Construction Specialists

AREEA NEWS UPDATE

AREEA’s fortnightly News Updates inform members of the latest industry-related news, advice, commentary and events. Delivered to company representatives via e-mail campaigns, the popular News Updates include:

• In-depth case summaries of relevant workplace tribunal and court rulings, highlighting the implications for employers;

• Analysis of key policy developments and workplace regulation;

• Breaking news on industry, economic and political issues;

• Feedback and input opportunities for members on key issues and AREEA advocacy and representation; and

• Announcements and communication of AREEA events and initiatives.

EMPLOYMENT SNAPSHOT

The monthly Employment Snapshot is another in-demand AREEA service, delivering key workplace relations developments in an accessible twopage format: keeping members on top of legislative, regulatory and compliance arrangements. Content includes:

• New Commonwealth and State legislation;

• Bills introduced or progressing through Parliament;

• Regulatory changes and tribunal/ court decisions of significance to your employment practices; and

• An employer checklist to help members remain compliant.

DIVERSITY & INCLUSION

AREEA’s second six-monthly release of data (April 2024) on women working in the resources and energy industry shows progress in several key areas.

The “scorecard” is an initiative of AREEA’s Diversity and Inclusion Advisory Board, drawing inspiration from the Federal Government’s “Status of Women Report Card” – but focused on the resources and energy industry.

Compared to the inaugural 2023 Resources and Energy Industry Diversity & Inclusion Metrics:

• Female full-time representation in mining is up from 17.8% to 18.5%;

• Female part-time representation in mining is down from 53.8% to 51.9%;

• Women in mining management roles are up from 20.9% to 23%;

• Women in mining professional roles are up from 28.5% to 31%;

• Women in mining technician and trade roles are up from 8.4% to 10%; and

• Women apprentices in mining are down from 27.4% to 24.3%.

While there is more work to do, AREEA continues to drive meaningful change with multiple programs and initiatives to raise female workforce participation.

Transparently reporting and sharing data helps us to develop strategies and track progress.

LUNCHTIME WEBINARS

AREEA hosts three streams of lunchtime webinars: Workforce Q&A, Mental Health Matters and Diversity & Inclusion.

The Monthly Workforce Q&A is open exclusively to AREEA members and focuses on prevailing employee and industrial relations issues. New IR regulation has dominated this year, with discussions led on delegates’ rights, the “right to disconnect” and labour hire orders. These webinars are designed to ensure members are informed on latest workplace developments and provide ample time for questions and discussions.

Mental Health Matters targets information sharing between industry members, research organisations and government departments. In 2024, AREEA welcomed speakers from Lifeline WA, the WA Government’s Mental Awareness, Respect and Safety (MARS) Program, WorkSafe, strategic people and culture advisory service Go Higher and employee happiness program, Happiness Co.

Australian Women in Resources Alliance (AWRA) Diversity & Inclusion webinars highlight organisational diversity and inclusion initiatives. This year, speakers from Child Australia, Supply Nation and ReGen Strategic joined the conversations.

SUNDOWNER EVENTS

This year, AREEA staged a great mid-year Sundowner event in Perth.

It was a fantastic opportunity for our community of interest to collaborate and engage with some after-work networking –and reflect on a challenging workforce year.

The Sundowner format is set to expand, with more planned for the east and west coasts later this year. Expect Sundowners to feature regularly on AREEA’s member events schedule!

ADVISORY BOARDS & COMMITTEES

AREEA members help inform and deliver campaigns, programs, engagement and representation activities through a number of advisory boards and committees.

The Board Reference Group (BRG), Diversity and Inclusion Advisory Board, Resources & Energy Workforce Wellbeing Advisory Board and People & Culture Advisory Board develop strategies for their respective areas, contributing invaluable and grounded guidance.

These advisory boards and committees comprise representatives from member companies, each with specific skill sets and expertise. Through this varied membership, advisory boards offer a multicommodity, multi-jurisdiction voice.

BOARD REFERENCE GROUP

The AREEA Board Reference Group (BRG) is made up of senior and experienced workplace relations and human resources practitioners drawn from AREEA’s diverse membership.

The BRG is a significant and longstanding advisory group, informing AREEA’s policy directions, responses to industry threats and identifying opportunities for sector investment and employment.

AREEA members on the BRG represent:

• Alcoa of Australia

• Beach Energy

• Chevron Australia

• Compass Group

• ExxonMobil

• Fluor Australia

• Fortescue Metals Group

• Gold Fields Australia

• INPEX

• Mineral Resources

• Monadelphous

• Newmont

• QUBE

• Roy Hill Holdings

• Santos

• Shell Australia

• Sodexo

• Thiess

• UGL

• Ventia

• Woodside Energy

Matthew Gleeson ALCOA

Andrew Chamberlain COMPASS GROUP

Helen Beech FORTESCUE METALS GROUP

Thom Rudkin BEACH ENERGY

James Weston EXXONMOBIL

Daniel West GOLD FIELDS

Damien King MINERAL RESOURCES

Dan Ortiz QUBE LOGISTICS

Jeremy Brown MONADELPHOUS

Justin Seal ROY HILL

Catherine McGonigle SHELL

Julia Swift UGL

Michael Nazareth SODEXO

Agata Reimers FLUOR

Taya Hill CHEVRON

Katrina de Lange Savage THIESS

Nigel Palmer NEWMONT

Larna Comenos WOODSIDE ENERGY

Fabiana James VENTIA

Garry Smith INPEX

Alice Trethewey SANTOS

PEOPLE & CULTURE ADVISORY BOARD

The People & Culture Advisory Board guides AREEA’s advocacy and initiatives on the industry’s most pressing workforce and workplace matters.

In 2024, the Board continued its powerful series of thought leadership pieces for members.

The Board also provided input and guidance for the Resources and Energy Industry Workforce Insights & Remuneration report, which provides participating companies with key salary, compensation and benefits data, alongside other exclusive workforce intelligence.

AREEA members on the People & Culture Advisory Board represent:

• Alcoa of Australia

• AngloGold Ashanti

• Chevron Australia

• IGO Limited

• Iluka Resources

• INPEX

• Mineral Resources

• Monadelphous Engineering

• Newmont

• Perenti

• Roy Hill Holdings

• Shell Australia

• UGL

• Ventia

• Woodside

RESOURCES & ENERGY WORKFORCE WELLBEING ADVISORY BOARD

The AREEA Resources & Energy Workforce Wellbeing Advisory Board is the only national committee driving a collaborative approach to the industry’s mental health commitment and support initiatives.

The Advisory Board consists of experienced professionals within the resources and energy industry and mental health. In 2024, the Board provided insight into mental health within their organisations and industry, while guiding the design and delivery of support resources for AREEA members.

Initiatives included relaunching the That’s why I speak up anti-harassment workplace campaign, a comprehensive online Workforce Wellbeing Knowledge Library and the second edition of the industry-first Workforce Mental Health Assessment Tool, which has been shortlisted for a 2024 WA Work Health and Safety Excellence Award.

AREEA members on the Workforce Wellbeing Advisory Board represent:

• Aeris Resources

• Chevron Australia

• INPEX

• Mineral Resources

• Monadelphous Engineering

• Newmont

• Perenti

• Santos

• Shell Australia

• Sodexo Australia

• UGL

• Woodside Energy

Chad Calvert INPEX

Matthew Riordan CHEVRON

Kath Soumanis ALCOA

Sam Retallack IGO

Charmaine Higgins VENTIA

Ruth Lyall WOODSIDE

Joshua Reid MONADELPHOUS

Dean Brajevic MONADELPHOUS

Candy Lethridge CHEVRON

Drew MacOwan SHELL

Bronwyn Baker NEWMONT

Sarah Hodgson ILUKA RESOURCES

Meg Abaldonado UGL

Bobby Koetser PERENTI

Nicola Thomson ANGLOGOLD ASHANTI

Tess Lackovic ROY HILL

Anna MacFarlane INPEX

Jon Haines MINERAL RESOURCES

Andrea Chapman MINERAL RESOURCES

Larnie Roberts AERIS

DIVERSITY & INCLUSION ADVISORY BOARD

The Diversity & Inclusion Advisory Board comprises senior and experienced human resources and diversity and inclusion practitioners representing a broad range of AREEA members.

In 2024, the Board’s members guided AREEA’s programs and policies with relevant updates and insights from within their organisations: assisting in program design and improvement; identifying new priorities; and facilitating engagement among the wider resources and energy community.

Diversity and Inclusion programs and initiatives in 2024, under the guidance of the D&I Advisory Board, included:

• AREEA resources and energy industry diversity and inclusion scorecard;

• Workforce Insights and Remuneration Report;

• Updated Appropriate Workplace Behaviour Guides;

• Special News Update Edition – International Women’s Day;

• Marketing to attract women to industry, including STEM roles;

• Supporting and advising on key themes and activities for the Bright Future STEM Primary Schools Program; and

• Input and guidance on AREEA’s policy submissions in the areas of diversity and inclusion.

AREEA members on the Diversity & Inclusion Advisory Board represent:

• Aeris Resources

• Alcoa of Australia

• AngloGold Ashanti

• Chevron Australia

• Compass Group

• Evolution Mining

• ExxonMobil

• Gold Fields

• Gold Road Resources

• Lochard Energy

• Mineral Resources

• Monadelphous

• Santos

• Sodexo Australia

• Thiess

PSYCHOSOCIAL HAZARDS AND APPROPRIATE WORKPLACE BEHAVIOURS WORKING GROUP

AREEA’s National Industry Taskforce on Workplace Sexual Harassment has formally closed and is now a subgroup of the Resources & Energy Workforce Wellbeing Advisory Board.

The Psychosocial Hazards and Appropriate Workplace Behaviours Working Group has already been actively involved in the That’s why I speak up relaunch; linked with FIFO Focus to offer scholarships to AREEA members for a specialised training program in psychosocial risk management; and promoted a major study on the safety reporting culture in Queensland’s mining industry.

Simone Roberts EXXONMOBIL

Caroline Gallacher SANTOS

Tammie Evans SODEXO

Christina Kelly CHEVRON

Claire Swyny GOLD FIELDS

Mark Dawson PERENTI LTD

Narelle MacFarlane ALCOA

Erin English-O’Connell COMPASS GROUP

Jessica Logan GOLD ROAD RESOURCES

Keith Weston SODEXO

Tammie Evans

Nevinia Davenport THIESS

Thomas Pols SHELL

Ella McCarthy MONADELPHOUS

Jenny Smith LOCHARD ENERGY

Mary Markovic MINERAL RESOURCES

Rebecca Darby ANGLOGOLD ASHANTI

Sally Knox EVOLUTION

Ellary Broun WOODSIDE

Tracey Bence NEWMONT

Brendan Chaplyn UGL

Lauren Baggoley SANTOS

Larnie Roberts AERIS

2024 AREEA GALA DINNERS AND INDUSTRY AWARDS

Thank you to the hundreds of resource and energy professionals who attended AREEA’s annual East and West Coast gala dinners to celebrate the industry’s ongoing success.

Two amazing venues – The Joinery in Brisbane and the Perth Mess Hall – bridged the past and the present, striking the perfect note for our ever-evolving sector.

Brisbane’s renowned lyric poet Rupert McCall delivered a stirring tribute to the resources and energy workforce and the generations who have come before.

In Perth, Nicolette Beard, 2024 Young West Australian of the Year and co-founder of We Are Womxn, provided insight into her advocacy on gender equality and healthy relationships. Comedian Lawrence Mooney capped a great night.

The 2024 AREEA Industry Awards were presented at the dinners, recognising individuals and companies for their achievements in four categories.

Mental Health & Wellbeing Award

Winner: Sodexo

Future Leader Award

Winner: Callan Hunt, Newmont Australia

BRIGHT FUTURE STEM PRIMARY SCHOOLS –BREAKING NEW GROUND

It’s been another record year for the Bright Future STEM Primary School Program, criss-crossing the nation including an inaugural visit to Tasmania.

All Bright Future STEM activities are sensory-based, while our industry role models inspire girls and boys with firsthand accounts of STEM-related opportunities.

Since 2019, the program has reached more than 31,000 primary students – with a record 10,150 this year (eclipsing 10,038 in 2023).

The 2024 program has:

• Visited 104 schools across Victoria, New South Wales, Queensland, Western Australia, Northern Territory and Tasmania;

• Featured industry role models from 24 member companies – Agnico Eagle, Aeris Resources, Aurelia Metals, Byrnecut, Eva Copper Mine, Evolution, ExxonMobil, Fortescue, Gold Fields, Henty Gold, Howden Australia, Incitec Pivot, INPEX, Monadelphous, New Hope Group, Newmont Australia, Northparkes, Pembroke Resources, Shell, Thiess, UGL, Ventia, VIVA Energy and WICET; and

• Designed and developed STEM activities featuring VR Headsets, Edison (Robots), Dr Eureka, Gravitrax, Snap Circuits and Turing Tumble.

The overarching aim is to boost the pipeline of young Australians, particularly females, studying STEM ahead of launching those skills across myriad careers, including in the resources and energy industry.

Learn more via brightfuturestem.com.au