DIVERSITY & INCLUSION
Capability Statement
PURPOSE
OF THIS DOCUMENT
This document outlines AREEA’s commitment to diversity, equity, and inclusion. The Australian Resources and Energy Industry Employer Association (AREEA) , the Australian Women in Resources Alliance (AWRA) and AREEA’s Diversity and Inclusion Advisory Board (DIAB) are introduced, and their vision and mission stated. The document gives an overview of recent and current diversity and inclusion projects and AREEA’s diversity and inclusion related service offerings for the resources and energy industry employers.
Abbreviations
AREEA Australian Resources and Energy Industry Employer Association
AWRA Australian Women in Resources Alliance
D&I Diversity and Inclusion
DIAB AREEA’s Diversity and Inclusion Advisory Board
DISCLAIMER
The information contained in this publication, including data, representations, advice, statements and opinions, expressly or implied set out in this publication, is guidance material only and does not constitute advice. It is provided in good faith and believed to be reliable and accurate at the time of publication. To ensure you understand and comply with your legal obligations, this information must be read in conjunction with the appropriate Acts and Regulations.
The Australian Resources and Energy Employer Association (AREEA), including every department, committee, statutory body corporate and instrumentality thereof and each employee or contractor of any of them, disclaims all responsibility and all liability (including without limitation liability in negligence) for all expenses, losses, damages and costs liability, cost, expense, illness and injury (including death) you might incur as a result of the information contained in this publication, including data, representations, advice, statements and opinions, expressly or implied set out in this publication, being inaccurate or incomplete in any way, and for any reason.
This document is a general guide and does not constitute advice. Members should obtain tailored advice to manage their legislative obligations.
OVERVIEW
Australian Resources and Energy Industry Employer Association
Australian Resources and Energy Industry Employer Association (AREEA) is the national representative for Australia’s resources, energy and supply industry employers. Founded in 1918 as Australian Mines and Metals Association (AMMA), for over a century our organisation has worked to ensure Australia’s resources and energy industry is an attractive place to invest, employ and contribute to the nation’s economic prosperity.
AREEA’s vision is to assist the resources and energy industry to create a brighter future for all Australians. To achieve this vision, we work to support resources and energy industry employers to improve diversity, equity and inclusion in the workplace.
In line with this vision, AREEA is deeply involved in improving diversity, inclusion and equity in the resources and energy sector and helping our members become employers of choice.
Australian Women in Resources Alliance
The Australian Women in Resources Alliance (AWRA) is the industry’s leading national diversity and inclusion (D&I) initiative, working to support increased female representation in the resources and energy industry and to assist employers to build their diversity and inclusion capability.
AWRA was formed by AREEA in 2011, bringing together leading experts and practitioners from across the sector. Its charter is to assist employers on their gender diversity journey, with the overarching goal to increase women’s participation in the resources, allied and related construction sectors. Over time this charter has expanded to include diversity campaigns in relation to other demographics including employees from the LGBTQIA+ community, Indigenous Australians and other diversity groups.
AWRA is assisting AREEA members to improve diversity, equity and inclusion in their organisations and delivers a range of support programs for navigating the challenges of workforce diversity and inclusion to achieve positive outcomes.
In its 13th year as the industry’s leading national diversity and inclusion initiative, the Australian Women in Resources Alliance (AWRA) continues to facilitate programs, support and guidance to assist employers to build their diversity and inclusion capability.
By promoting the importance of diversity and inclusion in the workplace and working with employers on real strategies and programs to lift female representation, AWRA is assisting AREEA members to become employers of choice.
AWRA delivers a range of support programs for navigating the challenges of workforce diversity and inclusion to achieve positive outcomes, while also hosting regular lunchtime information webinars with gender diversity leaders and innovators from within industry.
Diversity and Inclusion Advisory Board
AWRA’s direction, activities and initiatives are primarily guided by AREEA’s Diversity and Inclusion Advisory Board (DIAB).
The DIAB comprises senior and experienced human resources and diversity and inclusion practitioners drawn from a broad range of AREEA members.
DIAB members guide AWRA’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 between AWRA and the wider resources and energy community.
The founding members of the DIAB were Anglo American, Chevron, FMG, MMG, Origin Energy, Santos, St Barbara, and Woodside. Information about current membership of the DIAB can be found at https://www.areea.com.au/ who-we-are/areea-boards
The objectives of the DIAB include:
• Assisting in industry program development and improvement
• Providing information on relevant updates within their organisations and in the industry
• Assisting in setting priorities for the Australian Woman in Resources Alliance (AWRA) initiative, including participating in ongoing planning activities
• Advocating for the AWRA initiative
• Facilitating cooperation and communication between AWRA and the wider community.
VISION & MISSION STATEMENT
AREEA, AWRA and the DIAB are combining their resources, expertise and enthusiasm to progress diversity and inclusion in the Australian resources and energy industries. Their vision and mission are shown below.
Vision
Transform the resources and energy industries’ workforce through sustained diversity and inclusion.
Mission
Support resources and energy industry employers to provide equality outcomes for all underrepresented groups.
Serve as the peak industry voice of women in resources in all their diversity.
Provide a community of interest to drive equality outcomes for all underrepresented groups.
Advocate for diverse and invlusive workforces and workplaces.
Promote the resources and energy industry to key community stakeholders.
DIVERSITY & INCLUSION PROJECTS
AREEA and AWRA under the oversight of the DIAB facilitate programs and provide support and guidance materials that help employers attract, retain and develop female talent, build their gender diversity capability, become an employer of choice for women and realise the advantages of a diverse and inclusive workforce. Recently delivered and ongoing diversity and inclusion projects include:
• Bright Future STEM Primary Schools Program
• AREEA Industry D&I Score Card (biannually updated)
• Female Role Model Toolkit
• Childcare Needs as Barrier to Female Workforce Participation
• Female Trailblazers Campaign
• AWRA Guidance Materials
• AWRA Lunchtime Webinars
• Initiatives related to the Eradication of Workplace Sexual Harassment
These initiatives are part of AREEA’s wider portfolio of programs, as illustrated below.
• Diversity & Inclusion Training
• Respectful Safety Audits
• Female Role Model Toolkit
• Childcare Needs
• First Woman Campaign
• Early Reader for STEM
• Webinars
•Generational/DemographicChange
• Culture Leadership
• Megatrends
• Evolution of Workforce
• IR Advice
Founded in 1918, AREEA works to ensure our industry is an attractive place to invest, employ and contribute to the nation’s economic prosperity for a brighter future
• Mental Health and Wellbeing Training
• Mental Health and Wellbeing Research Phase II
• Mental Health and Wellbeing Maturity Assessment Tool
• Webinars
• Appropriate Workplace Behaviour Training
• Respectful Safety Audits
• Behavioural Intervention Campaign
• National Benchmarking Initiative
• Annual Taskforce Report
• Workplace Behaviour Guide Series
• Webinars
Bright Future STEM Primary Schools Program
The Bright Future STEM program delivers success and value in the areas of community messaging, employee engagement and inspiring thousands of school children to discover Science, Technology, Engineering and Maths (STEM).
In order to increase the number of potential employees, the Bright Future STEM Program – a national program profiling STEM energy and resource industry experiences –engages children early to kindle their interest in STEM. The program provides exposure to female STEM professionals, encourages an interest in STEM careers and gives insights into future STEM employment in the Australian resources and energy industry.
The initiative promotes the industry to primary school students aged 9-12 years old through a combination of hands-on, interactive activities and role model presentations – all based around the excitement and possibilities of STEM.
This program breaks down stereotypes of traditionally male-dominated industries by featuring female role models and includes both boys and girls. Role models are sourced from industry companies and include STEM professionals such as Geologists, Engineers and relevant trades’ professionals. This exposes young females to the opportunities and jobs that STEM study enables.
The Bright Future STEM Primary Schools project was commenced in late 2018. In 2023, the Bright Future STEM program reached over 10,000 students nationally.
AREEA Industry D&I Score Card
On 25 August, National Equal Pay Day for 2023, AREEA launched the Resources & Energy Industry Diversity & Inclusion Metrics. This is a score card of key metrics on women working in the resources and energy industry. AREEA commits to track and update the data every six months.
The commitment of employers in the sector to career development and opportunities for women is starting to pay off. For example, in managerial and specialist roles women are being promoted, on average, at an earlier age than men. Strong, practical measures ensure modern resources and energy companies are fair and proactive: providing equal opportunity, reduction of the gender pay gap, leadership pathways, flexibility, advanced training, environmental and social accountability and zero tolerance for inappropriate workplace behaviour. While there is significant movement, so much more needs to be done. That is made clear by the accompanying statistics.
The score card draws inspiration from the Federal Government’s “Status of Women Report Card” – but focuses on the resources and energy industry.
Female Role Model Toolkit
The Female Role Model Toolkit is a comprehensive guide that combines research, case studies and advice for AREEA members on how to support female inclusion and equity in the workforce, increase visibility of female role models and celebrate female leaders.
Creating a greater awareness and acceptance of female role models – particularly those flourishing in professions traditionally dominated by men – sends a strong message to overcome gender stereotypes and biases. It is fundamentally about respect for women in the workplace.
This guide combines research, case studies and advice on how to support female inclusion and equity in the workforce, increase visibility of female role models and celebrate female leaders.
Leveraging the toolkit, AREEA will facilitate mentoring events in 2024. Bringing together established and aspiring female role models as well as male allies, the events will be held in Perth and Brisbane, to coincide with
Childcare Needs as Barrier to Female Workforce Participation
AREEA’s DIAB members identified childcare needs as one of the barriers to female workforce participation and pay equality.
Member companies provided AREEA with the opportunity to interview working parents at several rural mining locations, including staff on both standard office hours and 12-hour shift work rosters.
In addition, a survey on childcare needs was appended to the Q2 2023 edition of AREEA’s biannual Workforce Insights & Remuneration survey. The results were analysed by REMSMART.
AREEA have prepared a report consolidating the existing data aggregations, the interviews, the survey results and company case studies with examples of what works in this space.
In light of various statistics and reports, the AREEA survey into childcare needs and the findings from lived experience interviews with working parents, significant changes must occur to improve childcare availability in Australia. These should be at the society-wide institutional and community level. However, it is recognised such involved changes will take time. In the meantime, employers can take action to support working parents.
Trailblazing Women in Australian Resources & Energy Campaign
The Trailblazers campaign is designed to showcase the contributions of women to the industry by highlighting women achieving milestones (e.g., first woman underground, first woman to find gold, first woman to captain an LNG vessel, etc).
The key anchor for the campaign is showing examples of success as well as culture change and inequity being dealt with.
Selected trailblazers will be highlighted in a poster and media campaign designed for use by resources and energy employers throughout Australia and made available to the public.
For each of the selected trailblazers, a brief profile of the historic woman together with a profile of a current woman in the resources and energy industry will be showcased. A children’s book using the material to promote women in STEM is also considered.
INITIATIVES FOR THE ERADICATION OF WORKPLACE
SEXUAL
HARASSMENT
Employers are increasingly aware of the correlation between an inclusive culture and attracting and retaining more women. As part of this cultural change, many employers have invested significantly in education and awareness campaigns which identify sexual harassment in the workplace as a key focus area.
AWRA and the DIAB work closely together with AREEA’s National Resources and Energy Industry Taskforce on Workplace Sexual Harassment. In November 2021 AREEA hosted a National Summit on Workplace Sexual Harassment, bringing the industry together to share best practice and determine employer and industry response initiatives.
The Summit culminated in AREEA forming the National Industry Taskforce on Workplace Sexual Harassment –comprising 16 resources and energy employer representatives with a range of professional disciplines and expertise – to take the response initiatives forward.
As part of the taskforce’s mission to drive meaningful change, it prioritised several areas for its flagship initiatives, namely:
• Industry-wide Behavioural Intervention
• Measuring: Transparency, Metrics, Benchmarking
AREEA will continue to collaborate with members on stamping out workplace cultures that enable gender inequality, harassment and assault.
More details on the two flagship initiatives follow.
Industry-wide Behavioural Intervention Campaign
AREEA’s That’s why I speak up campaign was launched in November 2022. Following on from that, the campaign was continuously promoted to AREEA members and to the wider industry throughout 2023.
The purpose of this campaign is to reinforce a clear understanding of behavioural standards and leverage the importance of ‘upstanders’ in the workplace as a powerful tool for eliminating sexual harassment.
This campaign is designed to offer a wide array of practical options to deploy, including a variety of creative themes, formats and options to customise campaign materials.
The campaign was downloaded by 91 individuals from 60 companies. In September 2023, a poll was conducted to gauge responses to the campaign. Although participation in the poll was low at only 4.4%, the responses were largely positive: 75% of respondents used the campaign. Of those who used it, the response was either positive or not measured. The results are graphed below.
Campaign Use
Campaign use d
Campaign not use d
Negative or Neutral Response Response not mea sured Campaign Success
Positive Respons e
Ongoing plans for this campaign include an update of the campaign with refreshed imagery and promotion materials.
Measuring: Transparency, Metrics, Benchmarking
AREEA has partnered with REMSMART to produce the inaugural edition of AREEA’s Resources and Energy Industry Workforce Insights Survey covering sexual harassment and bullying –incidence as well as policies and procedures for prevention and response.
Inaugural Edition of AREEA’s Workforce Insights Survey
The inaugural edition of AREEA’s Resources and Energy Industry Workforce Insights Survey was published in February 2023, was well received and involved around 115 companies, underscoring the sector’s thirst for an array of remuneration and other workforce information.
The ‘Workforce Insights’ section of the survey provides insights on a variety of topical workforce issues for AREEA members, including workplace behaviours (sexual harassment, bullying and harassment and related policies and procedures for prevention and response).
The survey results confirm resources and energy employers have been actively tackling inappropriate workplace behaviours, aiming to eradicate sexual harassment from their workplaces.
74% of respondents have a variety of programs to support appropriate workplace behaviours. These include workforce surveys and audits, training and development, awareness campaigns, behaviour change campaigns, sharing sessions, zero or moderate alcohol policies and formal risk management processes.
There were 62 separate cases of psychosocial safety incident investigations undertaken amongst 12% of responding companies. The average timeframe for psychosocial safety incident investigation and resolution was 21 days.
There were 26 separate cases of sexual harassment investigations undertaken amongst 18% of responding
Second Edition of AREEA’s Workforce Insights Survey
The second edition of AREEA’s Resources and Energy Industry Workforce Insights Survey was published in July 2023 and found the following improvements.
The proportion of respondents having programs to support appropriate workplace behaviours rose to 97%. These included similar initiatives as listed above (e.g., surveys, audits, training, awareness and behaviour change campaigns, sharing sessions, alcohol policies and risk management).
In this edition there were 80 separate cases of psychosocial safety incident investigations undertaken amongst 45% of responding companies, indicating that reporting decreased. The average timeframe for psychological safety incident investigation and resolution increased to 11 days.
There were 35 separate cases of sexual harassment investigations undertaken among 39% of responding companies, indicating that reporting increased. The average timeframe for sexual harassment incident investigation and resolution decreased to 14 days.
The Taskforce has utilised the insights from the surveys and leveraged these to develop guidance material, namely a four-part workplace behaviours guide series.
Member Support Series on Appropriate Workplace Behaviours
The Taskforce has used the insights from its flagship measuring initiative and leveraged these to develop support material, namely a four-part Appropriate Workplace Behaviours Support Series, consisting of the below publications:
Foundation
The first part, Appropriate Workplace Behaviours – Foundations, contains the following topics:
2.Legislative background
3.Duty of Care and penalties
4.Definitions and examples
5.Respect@Work framework
6.Integrated approach to inappropriate workplace behaviours.
Prevention
The second part, Appropriate Workplace Behaviours – Prevention, contains the following topics:
7.Leadership and commitment
8.Risk management and workplace consultation
9.Work design
10. Recruiting and situational challenges at remote sites
11.Monitoring and review.
Response
The third part, Appropriate Workplace Behaviours – Response, contains the following topics:
12. Responding to complaints and reports (including practical examples)
13. Outcomes of the complaint process
14. Workplace investigations
15. Mandatory reporting and notification, record keeping
16. Post-incident follow-up and support.
Factsheet
The final part, Appropriate Workplace Behaviours – Factsheet, contains the following:
17.Brief overview of IR issues related to inappropriate behaviour.
DIVERSITY & INCLUSION RELATED SERVICES
In addition to the programs and initiatives showcased on the previous pages, AREEA provides the following services related to diversity and inclusion:
• Appropriate workplace behaviours training
• Respectful safety audits
• Diversity and inclusion related advocacy
• AWRA guidance materials
• AWRA lunchtime webinars
Appropriate Workplace Behaviours and Related Training
Because of recent advances in workplace sexual harassment (and bullying in general), member demand has risen for training to educate and raise awareness amongst executive leaders, managers, supervisors and all other employees of appropriate workplace behaviours.
AREEA’s Appropriate Workplace Behaviours Training is designed to educate employees about legislative and policy requirements relating to appropriate workplace behaviour and the steps to take if they are subject to or become aware of inappropriate behaviour. Managers and leaders are also provided with knowledge relevant to preventing inappropriate behaviour and managing any breaches that may occur.
AREEA’s Supervisor Training develops key leadership skills such as communication, time management, performance management, conflict resolution and effective decision making, to equip frontline supervisors to provide leadership and facilitate respectful workplace behaviours.
AREEA’s Workplace Investigations Training combines both theoretical and practical aspects in order to equip managers and HR professionals with the knowledge and skills required to conduct an effective and fair workplace investigation, including workplace sexual harassment, bullying and anti-discrimination.
Respectful Safety Audits
AREEA members have shown a rising desire for AREEA to undertake Respectful Safety Audits (also called Inclusive Safety Audits or Gender Safety Audits) within their organisations, examining psychological safety in resources and energy operations.
The purpose of conducting a respectful safety audit is to examine the actual and perceived physical and psychological safety of employees, whether it is all employees, employees from a specific work location or employees in a minority group such as female employees.
The audit was developed by AREEA’s DIAB with guidance from Professor Bob Wood. The design of the audit considers the range and variety of work practices and locations in the resources and energy industry to accommodate a range of employer specific purposes to conduct components or the full audit. The audits can be conducted at all types and sizes of companies, including contractor companies.
Each component of the audit serves a somewhat different purpose, and when combined, they give a multidimensional view of safe, respectful and inclusive behaviour
Typically, the audits of workplace facilities, policies and practices are accompanied by a survey completed anonymously by employees. The survey asks if employees feel safe in certain areas, raising a number of practical matters including workplace cultures, reporting processes, alcohol consumption, social areas and activities, lighting and other facilities’ considerations.
This approach allows organisations to have a better understanding of the issues facing their employees on-site and subsequently to create safer working environments. It also provides an avenue for employees to anonymously provide information about their work environment without feeling intimidated or pressured to not speak out.
Respectful Safety Leadership Walk
Respectful Safety Survey
Respectful Safety Leader Interviews
Respectful Safety Focus Groups
Diversity and Inclusion Related Advocacy
AREEA engaged and advocated on a number of Diversity and Inclusion related topics.
For instance, AREEA engaged with the Sex Discrimination Commissioner Kate Jenkins in response to the Respect@Work report, and how AREEA’s expertise can support education and training, industry wide initiatives and engagement in forums.
AREEA also provided policy submissions in the area of diversity and inclusion.
AWRA Guidance Materials
Under the guidance of the DIAB, AWRA has been publishing a number of resources and continues to develop new ones, including case studies, strategy documents and guides for employee engagement and cultural change. A few examples include:
• AWRA Toolkit
• AWRA Guide to Flexible Work, in addition to case studies, strategy documents and guides for employee engagement and cultural change.
• Gender Diversity in the Australian Resources Industry – Leading, Lagging or Losing Out, a comprehensive report into workplace gender diversity. The report covers the five main areas of gender diversity as they relate to employers: workforce participation, cultural change, women in leadership, pay equity and workplace flexibility. All aspects of
members up to date on the pertinent issues surrounding diversity and inclusion in the industry, building capability and awareness. The program features industry speakers, research and case studies, support organisations and practical advice for practitioners.
AREEA has been conducting these regular lunchtime webinars since 2014. Topics are guided by member interest and priorities and are catered to executive leaders, human resources managers and diversity and inclusion practitioners, with learning including how to foster more diverse and inclusive workplaces and how to tap into new talent pools.
Below are some examples of recent Diversity & Inclusion lunchtime webinars (formerly called AWRA webinars). Recordings of these and many other webinars are available for AREEA members to use as a reference resource.
1. Lisa Annese, Chief Executive Officer of the Diversity Council presented on inclusion at work as an antidote to the great resignation. Lisa spoke about workplace inclusion, inclusive leadership and cultural diversity.
2. Peter Evans-Greenwood, Fellow, The Centre for the Edge Consulting, Deloitte talked about organisations becoming digital-ready and the impacts this may have on diversity and inclusion in the resources sector, including bias in automated recruiting systems and more.
3. Dr Isabelle Kingsley, Research Associate at the Office of the Women in STEM Ambassador Professor Lisa HarveySmith, spoke about evaluation of EDI interventions in workplaces: how to measure the impact and outcomes of your diversity interventions.
4. Courtney Parker, the Operations Manager at Lifeline WA, shared information about Lifeline WA, the Resourceful Mind Program and took attendees through a snapshot of the training being delivered to the resources sector on responding to sexual harassment.
5. The Hon Mary Wooldridge, CEO of the Workplace Gender Equality Agency (WGEA), provided information on WGEA’s plans to publish employer gender pay gaps from 2024, what this means for the industry and how to attract and retain women in the workforce.
6. Kath Jones, a specialist psychosocial inspector with WorkSafe and Mines Safety who assisted in the development of the recently published WA psychosocial codes of practice, spoke about how the new psychosocial regulations are applied in investigations of gendered violence.
7. Erin English-O’Connell, National Manager of Social Inclusion & Engagement, Diversity & Inclusion at Compass Group Australia, spoke about Compass’s Strategy of Diversity, Equity & Inclusion across Australia, successful governance and the impact of key pillar programs.
AREEA SUPPORT
Workplace Relations Advice and Support
Your AREEA team is available to provide advice and undertake training. For advice, support or training tailored to your workplace priorities, please contact AREEA’s Workplace Relations Advisory Team: advisory@areea.com.au or phone your local AREEA office. For any practical support relating to workplace and employment issues get in touch via membership@areea.com.au. For information on government policy and AREEA’s advocacy, contact policy@areea.com.au
AWRA and DIAB Information and Support
For information regarding AWRA and the DIAB, please contact diadvisoryboard@areea.com.au
