ABOUT US Australian Resources and Energy Group AMMA provides a unified voice for employers on workforce and other industry matters. AMMA’s vision is to assist resources and energy employers in creating a brighter future for all Australians. A proud member-based organisation, AMMA’s work in policy and advocacy directly ensures positive outcomes for members and the broader industry. Since 1918, AMMA has delivered high-quality and valuable workforce services to Australia’s resources and energy industry. AMMA provides expertise, influence, leadership and support in key workforce areas including workplace relations, human resources, diversity, training, government relations and public affairs.
AMMA 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, 22 Cordelia Street SOUTH BRISBANE QLD 4101 Tel: (07) 3210 0313
AMMA BOARD AMMA PRESIDENT Tom Quinn Group Executive Director, Ventia
AMMA VICE PRESIDENTS Linda O’Farrell Group Manager Fortescue People, Fortescue Meg O’Neill Executive Vice President Development and Marketing, Woodside Energy
DIRECTORS Lisa Ali Chief People & Sustainability Officer, Newcrest Mining Johnpaul Dimech CEO Geographic Regions and Region Chair – Asia Pacific, Sodexo Nathan Fay Chairman, ExxonMobil Australia Group of Companies Stuart Mathews Executive Vice President Australasia, Gold Fields Australasia Shelley Roberts Managing Director, Compass Group Australia
CONTENTS 2 ABOUT AMMA 2 AMMA BOARD 4 PRESIDENT’S NOTE 6 CHIEF EXECUTIVE’S REPORT 8 INDUSTRY INFLUENCE 18 INDUSTRY SUPPORT 24 INDUSTRY ENGAGEMENT
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PRE SIDE N T' S N O TE
PRESIDE NT ' S NOTE Like all sectors of the national and global economies, the COVID-19 pandemic has created extraordinary challenges for the Australian resources and energy industry. For an industry known for its perpetual movement of people, interstate travel restrictions, border closures and other workforce management issues have presented particularly unique challenges for resources and energy employers. As they have done many times in Australia’s history, through economic downturns and international turmoil, employers in our great sector have again stepped up to the plate and demonstrated their resilience. The latest snapshot from the Department of Industry shows despite COVID-19 affecting commodities in a wide variety of ways, the overall outlook for Australia’s resources and energy exports is still strong – estimated to reach a new record $293 billion in value in 2019-20. It is, of course, not all good news. While resources and energy employment has been less affected than other
sectors, the 7% workforce reduction to date during this pandemic will be extremely challenging for affected employees and their families. Exploration across all commodities has also declined significantly, and a combination of price falls in coal and oil/gas and global uncertainty has put a question mark on many new major projects that were considered almost certain to proceed only a short time ago. Clearly there are significant challenges ahead as the true global impacts of this pandemic play out. Therefore, while our resources and energy industry is once again buffering the Australian economy against significant external headwinds, a great deal of focus from both industry participants and our national policymakers must be on maintaining our productivity and competitiveness. In such an environment, the role
Tom Quinn AMMA PRESIDENT
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of organisations like the Australian Resources and Energy Group, AMMA, shines most brightly. Whether it be the Group’s fast-paced action on COVID-19 issues, workforce services, industry campaigns, government influence or simply its vast community of interest; resources and energy employers have been better served and better supported throughout a challenging 2020, by their membership of AMMA. On behalf of the Board of Directors, I thank you for your organisation’s ongoing membership support of AMMA, the nation’s resources and energy group since 1918. As a not-for-profit group with an extremely engaged membership, it is your support which provides the necessary break-even funding that enables AMMA to continue its longstanding mission – to ensure our industry is an attractive place to invest, employ and do business, and to contribute to a brighter future for all Australians.
P RESIDE NT 'S NOT E
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C HIE F E X E CU TIV E ' S R EP O R T
CHIEF EXECUTIVE'S REPORT For 102 years AMMA has supported Australian employers through periods of growth and recession; times of success and times of great challenges. A key purpose of AMMA’s formation in 1918 was to assist resources employers through the period of immense social and industry change following The Great War. Our industry’s role, as a key growth sector, included placing repatriated soldiers back into meaningful employment and kick-starting the recovery of the Australian economy. More than a century on from AMMA’s beginnings, our industry and indeed the nation is facing another significant crisis in the COVID-19 global health pandemic. Once again AMMA has supported its members every step of the way, ensuring they overcome the many and varied challenges to remain operational, keep people in employment and continue delivering for the Australian economy, with many other sectors unable to do so. AMMA is uniquely placed to deliver such support through times of crisis, with a diverse national membership network, practical expertise in employee relations and workforce management, and strong relationships at all levels of government
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including the Prime Minister, Cabinet Ministers and other key state and federal stakeholders. Critical assistance has been provided not only in response to government pandemic measures, as states shut their borders and rosters and people movement required immediate overhaul, but also through ongoing industry collaboration forums, information webinars and regular podcasts, all utilising the latest communication technology to keep the AMMA community connected and together. Whilst COVID-19 presents a unique set of challenges, it has again highlighted that effectively supporting members through periods of great uncertainty is not only within AMMA’s remit, but where the Group’s capabilities and networks are of greatest value. So too will AMMA’s influence and support be key to the nation’s postCOVID recovery. Our industry also has more than $100 billion in new major projects in its
CH I EF EXECU TIVE 'S RE POR T
investment pipeline, which AMMA’s modelling forecasts would create around 60,000 construction phase jobs and almost 30,000 new production phase jobs. In recent months there has been great collaboration regarding the types of structural reforms Australia requires to aid its post-COVID recovery, of which securing this potential new project investment is a key ingredient. Industrial relations reform has featured heavily in this, with recurring themes including addressing inflexibility, red tape, complexity and considerations for productivity, investment and competitiveness. AMMA has played a key role in this process, advising the Australian Government and collaborating with various employer and employee representative groups on working towards long overdue and increasingly urgent changes. Just as important will be both maintaining and advancing the resources and energy industry’s social licence to operate, another area in which
AMMA has innovated and excelled over the past 12 months with a range of new projects and campaigns.
was also delivered under the guidance of a dedicated member-based mental health advisory group.
Under the “Bright Future” banner AMMA is delivering 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) through AMMA’s Bright Future STEM Primary School program.
A national advertising campaign was undertaken in 2020 to support these industry objectives and encourage policymakers to “work with us” as we collectively deliver significant value to the Australian community.
AMMA’s initiative, the Australian Women in Resources Alliance, guided by a passionate member-based advisory board, is driving the continual improvement of our industry’s gender diversity and inclusion performance through new programs, resources and employer support. This year AMMA also proudly launched an industry-first mental health training program to assist members across the sector to look after the overall health and wellbeing of their employees – the biggest priority for every resources and energy employer. This exciting initiative
The platform for AMMA to provide this vital support to members and the industry, and roll-out innovative new projects and campaigns, is borne from the organisation’s strong membership support. I thank each and every AMMA member for their continued support and engagement, and thank all of AMMA’s dedicated and passionate staff for an outstanding year. Despite the challenges of COVID-19, AMMA remains strongly positioned to continually improve value and service to members for the remainder of 2020 and beyond. We look forward to working closely with each of you in delivering national prosperity and a brighter future for all Australians.
Steve Knott AM AMMA CHIEF EXECUTIVE
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IN D U ST RY IN FLUE NCE During turbulent times, AMMA’s longstanding reputation with national decision-makers on key employment, workplace and industry policy areas has been pivotal in providing clarity and certainty to its member companies.
Burdened with the sudden and everchanging impact of COVID-19, AMMA’s well-established government links were instrumental in sourcing information and influencing outcomes for industry in 2020. With unforeseen and fast-moving workforce challenges thrust on employers, such as continuously changing government travel policies and inconsistency between the states and territories, AMMA demonstrated both the value of its government networks and influence, as well as its capacity to quickly turn around technical analysis. This has ensured AMMA members were ahead of the curve and well-prepared to navigate unprecedented levels of regulatory change. AMMA’s knowledge and expertise were relied on more than ever and again proved the value of a safe and reliable source of information and influence throughout an
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ever-changing landscape for workplaces. This standing ensured AMMA remained at the forefront of driving important outcomes and solutions on workplace-related issues. Whilst much of AMMA’s advocacy centred around the global health pandemic, its longstanding reputation as a thought leader on workplace policy matters also grew stronger amongst industry and government. Through deep research and analysis, AMMA made powerful contributions on the pursuit of cooperative workplaces, performance of the Fair Work Commission, employer input during industrial reform working groups, and much more. Evidence-based recommendations, practical industry and real employer insights have ensured AMMA’s position as a respected and trusted adviser continues to influence real policy outcomes.
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DRIVING WORKPLACE COOPERATION A major focus of AMMA’s advocacy in 2020 was highlighting the opportunities for more productive and harmonious workplace relations. Through a comprehensive submission to the Attorney General and Minister for Industrial Relations Christian Porter’s ‘Cooperative Workplaces’ discussion paper, AMMA explored how the regulatory framework could better support more positive workplace cultures and outcomes. AMMA’s submission addressed aspects of the current system which detract from cooperative workplace relations and instead drive parties towards adversarial interactions such as protracted bargaining, adverse action proceedings and strikes. Through detailed examination of Australia’s industrial relations reform journey, including the benefits of bipartisan reform efforts of the 1980s, 1990s and the disastrous regression to a highly-regulated centralised model in the Fair Work Act 2009, AMMA made the case why meaningful reform is key to workplace cooperation. A number of key recommendations for legislative change supported by AMMA members and the business community were provided, building upon past and current AMMA industrial relations campaigns, seeking a less complex and more open and flexible system.
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COLLABORATING ON THE BIG EMPLOYMENT ISSUES AMMA has been heavily involved and influential in the Morrison Government’s convening of five industrial relations working groups, comprising employer and employee representative organisations, brought together to discuss, negotiate and reach consensus on the most pressing industrial relations issues facing the nation.
Greenfields (new project) Agreements.
Together with a small select group of industry associations and union representatives, AMMA’s involvement has ensured the voices of Australian resources and energy employers were elevated at the highest level.
Long-held views of members have been advocated, while working alongside other peak industry bodies and employer groups to determine collective employer views on key IR issues and technical considerations for drafting of possible legislative amendments.
Tasked with charting a practical reform agenda for Australia’s IR system, AMMA self-nominated as being best placed to represent members on two groups - Enterprise Agreement Making, and
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AMMA has robustly represented the interests of the nation’s mining, energy, and service and supply sector employers in these discussions, with the experience of member representatives put forward for guiding potential legislative solutions.
The other three groups (focusing on Casuals, Award Simplification and Compliance) are less pressing for the
AMMA’s involvement has ensured the voices of Australian resources and energy employers were elevated at the highest level.
resources and energy industry, though AMMA nonetheless has influence through the Australian Chamber of Commerce and Industry network. The purpose of these working groups will be to guide the Morrison Government in its next iteration of industrial relations reforms, a process in which AMMA’s advocacy and influence will no doubt prove critical.
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POST-PANDEMIC IR REFORM FRAMEWORK Putting forward a more ambitious vision for the road to recovery, in May 2020 AMMA released to government and the public its Post-Pandemic IR Reform Framework. Outlining the policy priorities AMMA sought to pursue with the Australian Government to ensure a sustained economic recovery, this new policy pre-empted the establishment of the government’s IR working groups, with several key priorities aligning. The reform framework was built upon extensive consultation with AMMA members, including guidance of the AMMA Board Reference Group. It covers three areas of longstanding frustration for resources and energy employers and the business community more broadly:
AMMA’s reform framework is for Australia’s industrial relations system to be flexible, support business confidence, drive productivity in Australian workplaces and minimise transaction costs and legal liabilities/risk. Regardless of what the Morrison Government seeks to pursue out of its IR working group process, AMMA will continue to lead the charge for more ambitious reforms that would remove the shackles of unnecessary regulatory burden from employment outcomes in the resources and energy sector. AMMA’s workplace policy positions, advocacy and campaigns are primarily guided by the AMMA Board Reference Group (see P28).
• Agreement Making, which is unnecessarily technical and limited in options. • The Safety Net, which is the most complex in the world and a source of significant administrative burden and red-tape. • Risk, Cost & Uncertainty, which has seen Australia’s employment system become overly legalistic and costly.
The reform framework was built upon extensive consultation with AMMA members, including guidance of the AMMA Board Reference Group.
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PERFORMANCE OF THE FAIR WORK COMMISSION A longstanding policy priority for members of AMMA is to ensure the nation’s IR tribunal, the Fair Work Commission (FWC), is high performing, balanced and utilising all the capability and resources at its disposal. A high-impact campaign of AMMA’s in 2020 has brought significant attention to these issues.
• Labor Government appointed presidential members were being overwhelmingly preferred for important Full Bench matters, with ALP appointees presiding over 95% of Full Benches in 2020, despite Coalition appointees making up 66% of the FWC’s ranks.
At two intervals in 2020, AMMA undertook analysis of public data on all FWC Full Bench matters, finding that concerns repeatedly raised by members were quite clearly well-founded.
• An overwhelming number of Full Bench matters, 92% in 2020, were presided over by one of just four ALP-appointed senior members of the tribunal – President Ross, Vice Presidents Hatcher and Catanzariti, or Deputy President Gostencnik.
Trends identified from across 20162020 included:
• Female talent at the tribunal was being significantly overlooked for
important Full Bench matters, with female deputy presidents presiding over just 4% of Full Bench matters, despite comprising one-third of presidential members. These issues expose the dysfunction, politicisation and wasted resources occurring at the national IR tribunal, which has been the source of many frustrations and delays for AMMA members in recent years. AMMA will continue to advocate in this area on behalf on members, and ensure the nation’s IR tribunal better reflects the diversity of views, backgrounds and professional disciplines found within the national labour market.
At two intervals in 2020, AMMA undertook analysis of public data on all FWC Full Bench matters...
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LANDMARK HIGH COURT CASES The development and implications of two landmark test cases for employee entitlements have been closely monitored for AMMA members in 2020. Firstly, a longstanding area of interest for AMMA and its members has been the process for calculating personal/ carer’s leave entitlements brought to controversy in Mondelez v AMWU. Given the Federal Court’s contentious interpretation of the Fair Work Act 2009’s personal/ carer’s leave provisions, AMMA closely watched the matter since it first came to prominence, advising members of implications and potential liability if it was upheld. Following months of public advocacy and encouraging the Australian Government to support employer submissions by intervening in the appeal process, AMMA strongly welcomed the High Court of Australia’s rejection of the Federal Court’s interpretation, settling an area of enormous potential liability for AMMA members. The other significant case surrounds casual employment and relates to the Federal Court ruling in Rossato, which found an employee’s patterns of work was more determinative of their employment status than their contract. This decision has raised the reality of “double dipping” by casual employees who receive a loading in their hourly pay and can also later claim for back-paid permanent entitlements. The decision handed down in May is subject to a pending High Court appeal. Casual employment issues, including its definition and the possibility for “double dipping”, is one of five areas of Australia’s industrial relations system being closely examined by a series of Government-led working groups, of which AMMA has input.
GUIDING SKILLS REFORM As COVID-19 reshapes workplaces, the rapidly-evolving nature of skills development has strengthened and become a growing area of importance for employers. Supporting this drive, AMMA has been on the front foot in the need for skills and training development to be targeted and adaptive. Ensuring employers have access to the talent required for the ongoing success of their operations has been a strong advocacy area for AMMA in 2020. By working collaboratively with industry and government on reform
and development, and its continued role on the Australian Industry & Skills Committee (AISC), AMMA is wellplaced to advise on employers’ needs for skills and training Employers have their views and experiences on Australia’s national vocational education and training (VET) packages and policies voiced through AMMA Director Operations Tara Diamond as the Commonwealth representative to the ASIC – the industry-led body that provides advice on the implementation of national VET policies.
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A MM A I N THE N E WS AMMA delivered another year of significant media coverage, influencing and advocating strategic positions and priorities on behalf of members. Coverage was experienced in a wide range of print and online publications, focusing mostly on key AMMA positions, including workplace and regulatory reforms, positive industry stories and achievements, as well as highlighting challenges for employers and building pressure for change.
Casual call adds up to billion-dollar bill THE AUSTRALIAN (21 MAY 2020)
Energy chiefs lambast ‘inflexible’ IR system THE AUSTRALIAN (20 APRIL 2020)
ScoMo in union on IR reform DAILY TELEGRAPH (27 MAY 2020)
More calls for Stage 3 to be approved OAKEY CHAMPION (6 MAY 2020)
AMMA lends bosses some COVID-19 help AUSTRALIAN MINING MONTHLY (8 MAY 2020)
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2GB RADIO | ALAN JONES – 20 FEBRUARY 2020
Employers push for Fair Work review AFR (3 FEBRUARY 2020)
Reform to offset slump in mine jobs
Mine bosses push contracts for top-dollar workers
THE AUSTRALIAN (29 JUNE 2020)
THE AUSTRALIAN (26 MAY 2020)
Bosses' $14bn double-dip backpay risk THE AUSTRALIAN (18 JUNE 2020)
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AMMA’s Fair Work analysis
STEM studies vital for future KALGOORLIE MINER (5 MARCH 2020)
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SOCIAL MEDIA INFLUENCE Significant social media growth in 2020 has increased support for AMMA’s advocacy efforts on key policy developments, while providing a platform to share positive member and industry news. AMMA’s Twitter and LinkedIn pages remain an effective and growing platform to promote strategic communications activities. Highlights include advocating the need for postpandemic economic recovery reform, landmark court cases of relevance to members, welcoming new AMMA Board members and promoting AMMA’s growing calendar of events and new initiatives.
More calls for Stage 3 to be approved OAKEY CHAMPION (6 MAY 2020)
AMMA’s Twitter and LinkedIn pages remain an effective and growing platform to promote strategic communications activities.
Fair Work ‘in grip of ALP influence’ THE AUSTRALIAN (20 FEBRUARY 2020)
Landmark victory for casuals CANBERRA TIMES (22 MAY 2020)
High Court asked to ditch casual work double-dip decision AFR (18 JUNE 2020)
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AMMA NEWS UPDATE Delivering an array of information and analysis relevant to workplaces and industry, AMMA’s fortnightly News Update continues to be a popular way for members to stay up-to-date on the key issues. Provided via email alert to more than 3000 member company representatives, feedback suggests this frequent communication method delivers a highly-valuable and reliable source of information, covering: • In-depth case summary analysis of relevant workplace tribunal and court rulings, highlighting the implications for employers • Analysis of key policy developments and workplace regulation issues • Breaking news on industry, economic and political matters • Feedback opportunities for members on key issues and input into areas of AMMA advocacy and representation • Announcements and communication of AMMA events and initiatives.
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I NDU S TRY CAT INFLUE E G NCE OR Y
MEMBER ALERTS AMMA continues to deliver regular member alerts on key employment issues and breaking news. In addition to the industrial relations developments AMMA members expect from the Group, 2020 also saw regular updates on COVID-19 related policies and government responses. Key matters analysed and provided to AMMA members in 2020 included: • Updates on border closures, travel restrictions and exemptions • Government measures such as JobKeeper and IR working groups • Updated ‘AMMA Employer Guide’ covering relevant COVID-19 developments • Changes to administrative processes and compliance matters for Modern Awards • Significant analysis and updates on landmark employment cases • Industry policy developments that impact the resources and energy sector • Various webinars, events, forums and other member engagement opportunities.
EMPLOYMENT SNAPSHOT Delivering key workplace relations developments to members, the AMMA Employment Snapshot continues to prove an informative source of communication. This monthly member exclusive update comes in an easily digestible two-page format, neatly capturing key legislation and other regulation impacting businesses to help maximise compliance with changing laws and regulation before they come into force. Topics covered include: • New Commonwealth and State legislation taking effect • Bills introduced or progressing through Parliament • Regulatory changes and tribunal / court decisions of significance to your employment practices • An employer checklist to help members stay compliant.
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I N D U STR Y S U PPO R T
IN D USTRY S U P PORT
A significant factor in AMMA’s longevity of more than 102 years is the constant support provided to resources and energy employers. While this has proven invaluable in times of great industry growth and prosperity, the support AMMA provides during times of great challenges, uncertainty and disruption, is arguably even more critical. Just as AMMA has guided and supported Australia’s resources and energy industry through recessions, depressions, world wars and other times of economic turmoil, so too is the national employer group playing a leading role during the unprecedented challenges of COVID-19. Such support includes direct responses to
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COVID-19 issues, which have impacted on workforce practices and strategies immensely, in addition to the range of industrial relations and human resources needs of our members that have arisen throughout the course of the year. For whatever our members need, AMMA’s unrivalled hands-on experience and industry knowledge, coupled with its adaptability and solutions-focused culture, has positioned the group ready to respond and deliver whatever Australia’s resources and energy employers require of it.
Such support includes direct responses to COVID-19 issues, which have impacted on workforce practices and strategies immensely
It is this reputation, as the group to call for unique support on any resources and energy sector people-related issues, that has seen 2020 been one of the busiest years in AMMA’s long history.
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COVID-19 SUPPORT A significant focus for AMMA’s Workplace Advisory team in 2020 has been assisting and supporting members through the great uncertainty, change and disruption of the COVID-19 pandemic. Covering everything from interstate travel permits and border closures to roster management, COVID-safe plans and government policy responses, the AMMA team has delivered a regular and comprehensive suite of communications and support on the pandemic and its workplace impacts. Activity and support actions included: • Regular updating and delivery of the AMMA COVID-19 Employer Guide, providing members all relevant ‘current state’ information relating to the pandemic and state / federal policies. • Creation and delivery of the resource industry’s COVID-19: Mental Health and Wellness Guide to assist AMMA members with managing pandemicrelated anxiety and stress amongst their workforces. • Daily advice, assistance and support with understanding and working through evolving travel restrictions (both domestic and international), including lobbying state and federal governments on members’ behalf to secure exemptions for essential travellers. • Interactions and cooperation with unions on site-based and industry approaches to COVID-19 risk mitigation, roster changes and travel restrictions. • Advice on workforce management matters including employee stand downs and redundancies. • Eligibility and implementation of the JobKeeper scheme, JobKeeper directions, Award variations and other industrial relations policy matters. COVID-19 related workforce support is anticipated to be an ongoing area of demand for AMMA’s Workplace Advisory Team, with implications for on-site hygiene and people movement practices likely to be long-lasting for Australia’s resources and energy employers.
INDUSTRIAL RELATIONS STRATEGY AND ADVICE While the pandemic has dominated workforce management considerations for resources and energy employers for much of 2020, demand for AMMA’s Advisory Services on a range of industrial relations matters has remained strong. Covering both long-term strategy and transactional/single-issue matters, key areas of industrial relations support and advice have included: • Enterprise Bargaining: In 2020 AMMA has led strategy of entire enterprise bargaining campaigns for members, assisted as expert consultants with industry oversight and/or seamlessly worked as a contributor within our members’ teams. In whatever form our members require extra bench strength for enterprise bargaining, AMMA’s team has been the preferred first port-of-call. • Independent Investigations: AMMA’s unrivalled experience in conducting thorough independent investigations continues to see our team preferred as the provider of these often-tricky and always sensitive processes. With legal qualifications and a truly independent position, AMMA’s team offers a clear point-ofdifference to in-house counsel or external law firms. • Discipline and Dismissals: Often provided as a flow-on service
to investigations, AMMA’s team has broad experience in managing employee disciplinary actions, including terminations of employment, in a watertight process minimising organisational risks. • Tribunal and Court Representation: Resource employers have regularly utilised AMMA’s standing as an employer industry association with a statutory right to represent members in the Fair Work Commission and other tribunals and courts. • Responding to Union Strategies: With many trade unions implementing novel strategies to extend industry influence and attract new members, AMMA has been called upon to lead industry response strategies. This includes in response to the ‘Offshore Alliance’ aggressively campaigning in the oil and gas sector. • Secondments: A popular option for utilising AMMA’s industrial relations capability is through engaging a member of the Advisory Services team on a secondment basis. 2020 secondments have included full-time, short-term contracts to cover temporary gaps in resourcing, through to ongoing one or two-day per week support on a permanent basis.
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COMPLIANCE BLITZ 2020 has seen AMMA play a strong role providing support to members on various compliance issues. The introduction of new salary compliance requirements into Modern Awards in March generated a great deal of concern for AMMA members, with the Advisory Services team heavily engaged in assisting with the
introduction of the new requirements. This included distribution of an ‘Annualised Salaries Toolkit’ to members at the start of the year, outlining a recommended process for meeting the new compliance requirements. The reputation of AMMA’s team in this area has seen them engaged by several member companies to undertake
This included distribution of an ‘Annualised Salaries Toolkit’ to members at the start of the year, outlining a recommended process for meeting the new compliance requirements.
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full-scale payroll audits, and ensuring compliance with Enterprise Agreements and changing Modern Awards administrative requirements. AMMA is further developing an advocacy campaign in late 2020/early 2021 to seek variations to relevant Modern Awards that would offer administrative burden relief to AMMA members.
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SPECIALIST EMPLOYMENT TRAINING The past 12 months has seen AMMA refine its suite of specialist employment training courses to focus on those areas in greatest demand amongst resources and energy employers. Ensuring AMMA members’ people professionals have the right skills, knowledge and support, AMMA’s most in-demand training courses include:
• Appropriate workplace behaviours: Promoting positive workplace behaviours and managing organisational risks of inappropriate conduct such as sexual harassment and bullying. • Rosters - Creating and Calculating for Compliance: Delivered as part of AMMA’s ‘compliance campaign’, this
course has ensured AMMA members understand the processes to create and calculate cost-effective rosters that comply with modern awards and employment regulations. • Performance, Discipline and Termination: Protecting AMMA member organisations from legal risks by providing their people managers with the necessary information, skills and processes to confidently manage poor performance or misconduct. • Right of Entry: Creating awareness of the rights and responsibilities of employers in regards to union right of entry, as well as equipping participants with the skills and knowledge needed to prepare for and manage right of entry effectively. • Workplace Relation 101: A course popular for graduates and entry-level HR and IR professionals, learnings centre on understanding the key legislation, case law, contracts, awards and agreements required to grow and excel in this discipline. Throughout 2020, AMMA has conducted these training courses in a range of locations and settings – from on-site in regional Western Australia to corporate training facilities in Sydney. In the world of COVID-19, a large number of courses have also taken place via virtual classroom.
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MENTAL HEALTH & WELLBEING With 1-in-5 employees in the resources and energy industry reported to experience a mental health condition each year, addressing and managing workforce mental health can be a significant challenge for employers. Through the guidance and input of the Mental Health Advisory Board (see P29), the AMMA team is undertaking a range of mental health support activities to deliver real positive outcomes in member organisations. Activities and initiatives developed and/ or delivered this year include: • Resources and Energy Industry Mental Health Training Program - developed and launched in May. This program is a regular feature in AMMA’s calendar courses with all 2020 sessions at capacity. The training program delivers specific content and practical activities to contextualise mental health and mentally healthy workplaces in the resources and energy industry. Customised programs are also being developed and rolled out amongst several members’ workforces.
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• Mental Health and Wellbeing Knowledge Centre - developed and published online via amma.org. au, contains a library of curated best practice materials, information, and resources for employers regarding mental health and wellbeing. • Mentally Healthy Workplace Framework - under development for delivery in late 2020. This framework will be specific to the industry and provide employer standards, benchmarking and reference tools for existing support and activities. • Mental Health Matters - lunchtime webinar series featuring resources employers and mental health experts. The webinars advise and inform organisations of the mental health initiatives relevant to the industry and facilitate information sharing. • COVID-19 ‘Pulse Survey’ - offered to members throughout 2020 to regularly check how their workforces were tracking in response to COVID19-related workplace changes. Survey developed in conjunction with Professor Bob Woods from the
University of Technology Sydney focusing on mental health, workplace productivity and employee response to workplace change. AMMA members are highly committed to the physical and psychological safety of their people. In 2020, industry leaders have embraced their important role in working with AMMA to support mentally healthy workplaces.
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SPECIAL INTEREST GROUPS A significant level of support and engagement was curated through AMMA’s various Special Interest Groups (SIGs). These SIGs provide for regular updates and discussions amongst member organisations with a common sector interest, such as hydrocarbons, coal mining, precious minerals, iron ore, ROV members, vessel operations, offshore contractors and so on. Other SIGs are geographical based such as West Coast Mining and East Coast Mining SIGs. A longstanding feature of AMMA’s community of interest, these discussion groups have proved to be a valuable source of industry knowledge and sharing of experiences and practice for member organisations.
I N D U STR Y E N G A G E MEN T
IN DU ST RY EN G AGEMENT AMMA’s ever-effective engagement has been even more valuable in 2020 as employers navigate the challenges imposed by an unprecedented global health pandemic. Supporting members to manage the impacts of COVID-19 on their operations and people, AMMA has delivered increased opportunities to share and receive vital information and insights. From operational employment and workforce matters, mental health training and support, to thought leadership webinars and executive engagement, AMMA has ensured members are deeply engaged and
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supported through COVID-19. Whether it is facilitating information sharing, driving industry development activities, promoting the benefits of the sector or celebrating success, AMMA has the broad network, trusted industry voice and platforms to unite the industry. Amid the challenges and uncertainty of 2020, employers within Australia’s resources and energy industry were a leading light in maintaining their
economic contribution so vital to Australia’s prosperity and wellbeing. It has been yet another reminder of our sector’s importance to the nation’s living standards and capacity to support Australians through the challenges of COVID-19. Through stronger and closer relationships with our community of shared interest, AMMA is achieving the workplace and industry outcomes that are now more critical than ever.
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KEEPING MEMBERS CONNECTED Like all organisations hosting ‘physical events’, AMMA’s popular and longstanding industry briefings, forums and conferences required a re-think and re-format in 2020. Early in the COVID-19 travel shutdowns, AMMA pivoted to informative and engaging online webinars, delivered through various formats and exploring a wide range of workforce-related topics. This included live ‘Q&A’ style webinars with members, providing a forum for members to share their experiences in managing COVID-19 issues and to ask questions of AMMA’s workplace experts and various special guests. Through a combination of member email circulars, live interactive webinars, prerecorded audio podcasts and resources including the COVID-19 Employer Guide, AMMA has advised and assisted members on important topics, including: • Interstate travel restrictions – providing a direct line of communication into key state and federal ministers’ offices, relevant departments and police/emergency authorities, to assist with member company interstate travel challenges.
• JobKeeper wage subsidy scheme – providing ongoing information and support about the JobKeeper scheme, including eligibility, associated temporary powers under the Fair Work Act for employers, and conditions of the scheme. • Changes to EBA consultation terms – From April until June, the federal government facilitated a temporary change to the Fair Work Act which reduced the minimum consultation required for variations to enterprise agreements from seven days to one. • Workforce practices/innovation – AMMA joined with Compass Group Australia to provide members with a six-week webinar series entitled “WORK, Where to from here?”. The popular series featured specialists in organisational psychology, work technology, economics, mental health and resource industry productivity, presenting on a range of COVIDrelated workforce management topics. AMMA has continued to host monthly lunchtime webinars featuring resources employers and mental health experts, advising and informing members of relevant initiatives and sharing information. In addition, the AWRA Diversity and Inclusion and Resources and Energy Mental Health programs hosted monthly webinars for the community of interest to hear from fellow industry professionals or subject matter experts on topics that matter to them.
RESOURCE PEOPLE PODCAST A new project launched in 2020, Resource People Podcast is bringing engaging industry content to the smart phones and computers of AMMA member professionals. Conceptualised to provide members with daily updates during the early COVID-19 period, the podcast has evolved to now focus on longer form features and profiles from participating members. The podcast brings to life the stories behind the people, workforces and companies of the Australian resources and energy industry, mirroring the content of AMMA’s longstanding Resource People Magazine in a modern, engaging multimedia format. The podcasts are hosted by AMMA Director Operations Tara Diamond, delivering binge-worthy stories of interest from all corners of the Australian resources and energy industry. Stream Resource People Podcast at amma.org.au/ resourcepeoplepodcast
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MINISTERIAL Q&A SESSIONS Continuing its long tradition of member/ ministerial engagement, AMMA hosted a number of engagement sessions between senior member company executives and key federal government ministers and authorities in 2020. With AMMA’s regular Dinner with the Coalition Leadership unable to proceed this year, the ZOOM-based sessions provided direct access to national decision makers at a time when typical Canberra engagement events were not possible. Sessions featured Michaelia Cash, Minister for Employment, Skills, Family and Small Business; Christian Porter, Attorney General and Minister for Industrial Relations; Keith Pitt, Minister for Resources and Northern Australia; and Nev Power, Chair of the National COVID Advisory Board. Further AMMA Ministerial Q&A Sessions are in the pipeline for late 2020 with the Treasurer, Minister for Energy and Prime Minister.
AUSTRALIAN WOMEN IN RESOURCES ALLIANCE (AWRA) In its eighth 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 AMMA members to become employers of choice. AWRA delivers a range of support
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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. In 2020, AWRA guided delivery of the Bright Future STEM Primary School program (next section), which is breaking down the stereotypes of traditionally male-dominated industries in schools. AWRA’s direction, activities and initiatives are primarily guided by the AWRA Advisory Board (see P29).
By promoting the importance of diversity and inclusion in the workplace and working with employers on real strategies and programs to lift female representation
BRIGHT FUTURE STEM PRIMARY SCHOOL PROGRAM In just its second year and despite the travel restrictions imposed by COVID-19, AMMA’s Bright Future STEM Primary School program has continued to build momentum and support amongst AMMA members, schools, teachers, third parties and of course, the children. 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 (science, technology, engineering and maths). After engaging more than 3000 students in 2019, Bright Future STEM was on track to more than double its reach in 2020 prior to the travel disruption of COVID-19. Nonetheless, a number of Western Australian schools hosted the program in early 2020 before attention was focused on Queensland for the second half of the year. Scholastic gets on board with Bright Future STEM Highlighting the strength and innovation of the program, in 2020 AMMA entered a ground-breaking partnership with leading children’s education publisher Scholastic, to develop resources and energy industry materials for students and teachers.
‘WORK WITH US’ NATIONAL CAMPAIGN
This partnership is set to take Bright Future STEM to the next level in 2021, with engaging and professional resources, developed with input from AMMA members, to be soon found in primary school classrooms around the country.
Later this year and into next, the campaign will further explore how the industry supports regional communities, funds vital community infrastructure and is playing a key role in the development of renewables and low-emissions technologies.
These resources will include early reader books, both hard copy and digital, featuring female role models and characters within resources and energy stories, along with lesson plans and other interactive activities and information.
AMMA undertook a new advertising campaign in 2020 raising awareness of the industry’s contribution to the national wellbeing and calling on political and community stakeholders to ‘work with us’ on key issues. Featuring Sky News adverts, social media and direct marketing strategies, the ‘Work with Us’ campaign delivered significant member benefit through its focus on the sector’s role in the ‘future of work’, including through the creation
of thousands of innovation-based STEM roles.
The ‘Work with Us’ campaign has been well received by a range of stakeholders including both political and industry.
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BOARD REFERENCE GROUP The AMMA Board Reference Group (BRG) is comprised of senior and experienced workplace relations and human resources practitioners drawn from AMMA member companies in diverse areas of the resource industry.
ADVISORY BOARDS & COMMITTEES Through guidance of a number of advisory boards and committees, AMMA members are at the forefront of the industry outcomes and support delivered by the Group’s campaigns, programs, engagement and representation activities.
The BRG is a significant and longstanding advisory group, informing AMMA’s policy directions, responses to industry threats and taking advantage of opportunities to make the industry a better place to invest and employ. AMMA BRG members in 2020 comprised representatives of the following member companies: • Alcoa of Australia • Anglo American • Broadspectrum • Chevron Australia • Clough Limited • Compass Group Australia • ConocoPhillips • ExxonMobil • Fluor
The AMMA Board Reference Group (BRG), AWRA Advisory Board and Resources & Energy Mental Health Advisory Board continue to work on their respective strategies, adding significant value to the industry and broader community.
• Fortescue
These advisory boards and committees comprise of representatives from member companies with specific skill sets and expertise to add value in each specialist group.
• Roy Hill
• Gold Fields Australia • INPEX • New Hope Group • Northern Star Resources • Santos • Shell Australia • Sodexo • Thiess • Woodside Energy
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AWRA ADVISORY BOARD The AWRA Advisory Board comprises senior and experienced human resources and diversity and inclusion practitioners drawn from a broad range of AMMA members. In 2020 Advisory Board members guided 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. Programs and initiatives progressed in 2020 include: • Inclusive Safety Audit - examining psychological safety in resources and energy operations. • Engaging with Sex Discrimination Commissioner Kate Jenkins in response to the Respect@Work report, and how AMMA’s expertise can support education and training, industry wide initiatives and engagement in forums. • Supporting and advising on key themes and activities for the Bright Future STEM Primary School Program.
• Input and guidance on AMMA’s policy submissions in the area of diversity and inclusion. AMMA members on the AWRA Advisory Board include: • Alcoa • Anglo American • Broadspectrum • Chevron • ExxonMobil • Fortescue • St Barbara • Thiess • Woodside University of Technology Sydney (UTS) is also an Advisory Board member.
RE SOURCE S & ENE RGY ME N TA L HE A LTH ADVI SORY BOARD Founded in 2018 at the strong demand of members, the AMMA Resources and Energy Mental Health Advisory Board is the only national committee driving a collaborative approach to the industry’s mental health commitment and support initiatives. The Advisory Board comprises a range of experienced professionals both within the resources and energy industry and relevant mental health fields. Throughout 2020 the Advisory Board supported AMMA’s initiatives through advice and insights into mental health considerations within their organisations and the industry, while guiding the design and delivery of initiatives and support resources for AMMA members. Specific initiatives include the Mental Health Matters webinar series, drawing a large national audience, creation of the Digital Knowledge Centre, and guiding the industry’s first Mental Health Framework to be released in late 2020. AMMA members represented on the board include: • Chevron • ConocoPhillips • INPEX • Monadelphous • New Hope Group • Newcrest Mining • Perenti • Shell Australia • Sodexo • St Barbara • UGL Limited Leading mental health organisation Beyond Blue is also an Advisory Board member.
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Ryan Cobb, from Woodside Energy, won the Future Leader category of the AMMA Industry Awards. He is Australia’s first Indigenous master mariner.
Peta Slocombe, Executive Manager – Capability & Culture, Northern Star Resources, accepting the company’s AMMA Industry Award for Mental Health and Wellbeing from AMMA’s Head of West Coast Workplace Relations, Ben O’Brien.
AMMA INDUSTRY AWARDS For 13 years running the annual AMMA Resources and Energy Industry Awards have celebrated the industry’s high achievers, brightest stars, future talent and leading workforce initiatives. Despite being prevented from holding the physical awards ceremony, 2020 was no different. Announced and celebrated through an innovative online campaign, complete with countdowns, podcasts, live video reactions and more, the 2020 AMMA Industry Awards continued the tradition of shining a light on ‘people related’ excellence within the industry.
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Thiess took out the Diversity and Inclusion category of the AMMA Industry Awards for Allies, the company’s LGBTIQA+ support network. Pictured is the Allies Committee staying connected while recently working from home
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2020 AMMA INDUSTRY AWARD WINNERS WORKFORCE & WORKPLACE RELATIONS INNOVATION WINNER New Hope Group Recognised for its unified path towards mine closure at Jeebropilly through ‘Finishing Well’ – a program tailored specifically to balance the needs of the business and its people, while addressing one of the greatest identified risks in staff retention and culture.
DIVERSITY & INCLUSION (Sponsored by Sodexo) WINNER Thiess Recognised for developing Allies, the company’s first LGBTIQA+ network in Australia and Chile, which created a workplace network advocating and facilitating a culture of inclusion and respect, regardless of sex, sexuality, gender and expression.
MENTAL HEALTH & WELLBEING WINNER Northern Star Resources Awarded for contemporising mental health, by reducing stigma and uniting its people through a range of programs including mental health first aid, resulting in increased workplace conversations and story-sharing.
FUTURE LEADER WINNER Ryan Cobb (Woodside Energy) Recognised for becoming Australia’s first Indigenous Master Mariner, Ryan is also a role model having a positive influence in helping Indigenous people realise their potential.
2020 LONG MEMBERSHIP MILESTONE RECIPIENTS In 2020 the following resources and energy employers were recognised for their longstanding membership of AMMA. 60 years ExxonMobil Australia 55 years P & O Maritime Services Woodside Energy 50 years Compass Group (Australia) Shell Australia Solstad Offshore 40 years Cape Flattery Silica Mines 35 years Diamond Offshore Drilling Kalgoorlie Consolidated Gold Mines
New Hope Group took out the Workforce and Workplace Relations Innovation category of the AMMA Industry Awards for 2020. Pictured is Andrew Boyd – Chief Operating Officer, Ty Cochrane – CHPP Superintendent, Samantha Edmunds – AMMA Head of Member Services, Taryn Charlton – Project Facilitator, Paul Trevis – Maintenance Superintendent and Trent Knack - General Manager West Moreton Operations.
30 years ConocoPhillips Australia Mancala Perenti 20 years Broadspectrum 15 years Boskalis Australia e2o Fugro Australia Marine Kaefer Integrated Services Maersk WR & EL Jones Electrical Contractors Vermilion Oil and Gas Australia 10 years Sandfire Resources
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