Acknowledgment of Country
At Sandvik Rock Processing Australia, we respectfully acknowledge Aboriginal and Torres Strait Islander peoples as the Traditional Custodians of Country throughout Australia and recognise their continuing connection to land, waters, and culture.
We pay our respects to Elders, both past and present, and stand together with Aboriginal and Torres Strait Islander leaders of today and tomorrow.
Our Vision for reconciliation
Our vision for reconciliation is restoring cultural acceptance to First Nations peoples by building understanding and sharing education and knowledge, allowing us to strengthen relationships with our workplace participants, suppliers, and customers. Building and maintaining these critical relationships will allow us to foster and support the restoration of dignity, equity, and respect through our sphere of influence. We are committed to ensuring that all Sandvik Rock Processing employees in Australia are educated in First Nations people’s cultures and histories.
We believe that by deepening our relationships with communities whose lands we live on, work on, and walk across; we can seek guidance and work in collaboration to foster our ongoing commitment to invest in equal and equitable education and sustainable career opportunities throughout our business for future generations of First Nations peoples
A word from our President
When we launched our Innovate RAP in May last year, we were still Schenck Process Australia, one of the legal entities of the Schenck Process Mining related business that was acquired by Sandvik in late 2022 Since then, the name of our company has changed to Sandvik Rock Processing Australia Pty Ltd and we have been working toward becoming a fully integrated part of Sandvik’s Rock Processing Business Area.
It’s been a challenging and exciting period for us, which has seen our people working hard to not only satisfy the needs of our customers, but to also learn the Sandvik culture, systems and way of working. Our integration will be completed in June this year as we finalise our migration to the Sandvik brand It is against this backdrop that our RAP Working Group has continued with the execution of our Innovate RAP. I’m pleased to say that despite the significant changes that that we have experienced in our business, our RAP Working Group has maintained its momentum and continues to deliver on our RAP commitments.
Having completed the first year of our Innovate RAP, I’m really pleased to say that to date we already have almost 70% of our deliverables either complete or on track to be completed. This is helping to educate our people and raise awareness of the reconciliation movement within our sphere of influence. As such we are joining with our key business partners to help make Australia a better place for all Australians.
Terese Withington Managing Director Australia & Global President Screening Solutions
Our Achievements
This report encompasses our achievements during the first year, of our two year Innovate RAP journey. The development of our RAP started with a workshop attended by our RAP Working Group and facilitated by our First Nations partner IPS Management Consultants Our Innovate RAP was launched in May 2023, it has 19 actions and 81 deliverables.
Our progress at a glance
Complete – deliverable requirements have been met in full
In progress – on track
In progress – delayed
Not due yet – deliverable due date is outside of the reporting period
Not yet started
Highlights
A Welcome to Country and smoking ceremony was organised to kick off the RAP Working Group’s Innovate RAP workshop at our Jandakot facility in Western Australia. It was attended by both our office-based staff and production facility workers.
Procurement from First Nations vendors
We have maintained our membership with Supply Nation during the reporting period and have procured more than $3 million of goods and services from First Nations vendors
Currently partnering with Supply Nation certified Yakeen Safety on the rollout of Sandvik branded workwear to replace Schenck Process branded workwear for our entire workforce across our Australian operations. The contract to supply the initial rollout is estimated at around $150,000, this will be followed by the ongoing supply of our workwear requirements as the garments supplied in the initial rollout need replacement .
Raising awareness within our sphere of influence
In 2023 we continued with our sponsorship of the Indigenous and Community Engagement category of the Australian Mining magazine’s Prospect Awards. The awards ceremony was attended by around 300 mining industry leaders and professionals. In her address, our Australian Managing Director & President Screening Solutions – Terese Withington, delivered an Acknowledgement of Country and reinforced our commitment to the reconciliation movement. She then presented the award in our category to the Banjima Land Rehabilitation Partnership from BHP
Terese’s speech was recorded and posted on the Sandvik Rock Processing Solutions Linked-in channel which extended the reach of her messaging globally. Our sponsorship will continue in 2024.
Cultural learning for our employees
Highly professional cultural e-learning programs have been implemented across our organisation and have been completed by around 200 employees, more than half of our total workforce.
We have engaged local Elders to perform Welcome to Country and smoking ceremonies on several important occasions at our two largest facilities.
Some of our influential leaders have started to perform Acknowledgement of Country at the beginning of important meetings
Building Relationships
The Koomba Birdal Program is a supported training pathway for Aboriginal and Torres Strait Islander students. It is free of charge for participants and is designed to inspire them to pursue further study and gain employment.
Students are supported throughout their journey by the Koolark Centre for Aboriginal Students, the Jobs and Skills Centre’s Enhanced Aboriginal Engagement Team and the Industry Liaison Team. The Koolark team provides mentoring, study support and career guidance services.
Acting on a solid lead, our First Nations Employment and Engagement Adviser contacted Perth based North Metro TAFE, which runs the Koomba Birdal program, to discuss potential opportunities for us to advance our RAP deliverables. This led to a discussion as to how we could help to support the program’s participants.
In September of 2023, we supplied highquality tool bags as graduation gifts for four First Nations trainees who had completed their Certificate II in Engineering These gifts were in recognition of the hard work that the students had put into their studies and will help the graduates with their future careers.
Interpreting our Progress
As you read through the details of this report, you will note that the system used to rate the status of each deliverable correlates directly to the chart in the executive summary
Deliverable Status
Complete – deliverable requirements have been met in full
In progress – on track
In progress – delayed
Not due yet – deliverable due date is outside of the reporting period
Not yet started
Relationships
Relationships are at the heart of reconciliation; it is vital to educate positive change through our sphere of influence. We are excited to develop our connections and build respectful relationships with Aboriginal and Torres Strait Islander peoples and organisations, to deepen our understanding of culture and work towards long-term, mutually beneficial relations with a common goal.
Action
1. Establish and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders and organisations
Deliverable
RAP working group members to review and prepare the Sandvik Rock Processing Engagement Framework before commencing to engage and work with Aboriginal and Torres Strait Islander stakeholders and organisations
Meet with local Aboriginal and Torres Strait Islander stakeholders and organisations to develop guiding principles for future engagement across Sandvik Rock Processing Jandakot, Sunshine, and Beresfield sites
Status Progress
RAP working group members use this document before engagement with the community. Along with the community on a page to help identify community Elders etc
Guiding principles for engagement are laid out in the Engagement framework document
2. Build relationships by celebrating National Reconciliation Week (NRW)
Maintain a substantial stakeholder list and participate in doing real actions to forge sustainable relationships
Consult with Aboriginal and Torres Strait Islander people in our decision-making processes around how we establish mutually beneficial relationships
Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our staff
RAP Working Group members to participate in an external NRW event. Share learnings and experiences with staff
Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW.
Share the learnings and experiences with staff
Organise at least one NRW event each year and invite the local community to attend. Where possible, internal events to be recorded and published on the intranet
Register all our NRW events on Reconciliation Australia’s NRW website
A stakeholder list has been created. RAP members have updated the relationship status, and the BMH specialist will send reminders
Document created for RWG on how to establish mutually beneficial relationships
Underway, to be completed before the 20th of May
Reallocated to another RWG member and will be completed with deliverables for NRW
Reallocated to another RWG member and will be completed with deliverables for NRW
Dates & events are partly completed with booking forms submitted to organisations for smoking ceremonies
This will be completed with deliverables for NRW
3. Promote reconciliation through our sphere of influence
Explore opportunities to positively influence our external stakeholders to drive reconciliation outcomes
Communicate our commitment to reconciliation publicly and
Sponsorship of the Australian Mining Magazine’s Prospect
4. Promote positive race relations through anti-discrimination strategies
share the progress we make through our main communication channels
Celebrate the launch of this RAP across Australia and our networks
Have our RAP document visible in the workplace and create a dedicated process portal on the intranet for staff to access information and learn about our progress
Develop an educational elearning module or similar about this RAPs importance and circulate the training module to all staff to complete
Develop and implement strategies to engage our staff in reconciliation
Celebrate successes and achievements virtually and in person, both internally and externally through our main communication channels
Collaborate with RAP and other like-minded organisations to develop ways to advance reconciliation
Conduct a review of HR policies and procedures to identify existing antidiscrimination provisions and future needs in consultation with Aboriginal and Torres Strait Islander staff and/
Awards - Indigenous & community engagement category award 2023.
Innovate RAP endorsed and communicated internally and externally
Hard copies were distributed to all sites for display in our receptions/common areas. Digital version was released to SRP staff globally
Innovate RAP e-learning module complete and released to all staff
The engagement plan is complete & available on staff internal SharePoint
Launch of our RAP was communicated to our organisation globally via our staff magazine & externally via Linked-in
Heatherbrae facility Welcome to Country article was published on our global intranet
RAP members working with DSI to offer advice on the development of their Reflect RAP.
RAP members working in conjunction with SMR on various projects
Not yet due
5. Provide opportunities for employees to support First Nations people and become allies
or advisors
Develop, implement and communicate an antidiscrimination policy for our organisation
Engage with Aboriginal and Torres Strait Islander staff and/or Aboriginal and Torres Strait Islander advisors to consult on our antidiscrimination policy
Educate senior leaders on the effects of racism
Provide volunteering opportunities for employees to engage with and support First Nations organisations and individuals
Provide the opportunity and resources to educate our non-Indigenous employees on how to be an ally for Reconciliation in Australia
Covered in our new Respectful Workplace Policy
New Respectful Workplace Policy developed & implemented – engaged with all staff
Not yet due
Not yet due
Not yet due
Respect
Respect is the core value that underpins genuine relationships and meaningful change. We build respect for Aboriginal and Torres Strait Islander peoples by developing our knowledge of histories and cultures; by recognising the importance of developing our understanding of our own place and the Country we work on; by listening; and by embracing the realities of others and making them a part of our own.
Action
6. Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning
Deliverable
Conduct annual cultural competency surveys and review the findings to understand further cultural learning needs
Consult local Traditional Owners and/or Aboriginal and Torres Strait Islander advisors on the development and implementation of a cultural learning strategy
Status
Progress
Survey completed in 2022.
Review of the survey completed in 2023 to support cultural learning strategy
Cultural learning strategy consulted and presented to IPS
7. Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols
Develop, implement, and communicate a cultural awareness training strategy to all staff
Provide opportunities for RAP Working Group members, HR managers and other key leadership staff to participate in formal and structured cultural learning, to ensure capability to work with and manage Aboriginal and Torres Strait Islander employee in a culturally safe and appropriate way
Leaders to participate in an onCountry cultural immersion experience
Incorporate cultural education into regular toolbox and meetings to increase understanding
Increase staff’s understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols
Develop, implement and communicate a cultural protocol document, including protocols for Welcome to Country and Acknowledgement of Country
Strategy complete & training being implemented – in consultation with RAP working group
RAP working group members completed an intensive Cultural awareness learning program. Cultural awareness training has been implemented throughout the organisation for all staff
Learning for managers of First Nations staff will be provided when needed
Not yet due
NSW virtual toolbox meetings, Jandakot toolbox, ELT and staff meetings now start with an Acknowledgement of Country
Documentation created & reviewed. Need to align with Sandvik branding & distribution Leading the way by introducing Acknowledgement of Country and Welcome to Country at important meetings
Documentation created & reviewed. Need to align with Sandvik branding & distribute
Encourage RAP Working Group members and senior leaders to create personalised Acknowledgement of Country’s to develop a greater understanding of why we do them and implement this at the start of significant and/or important meetings
Invite a local Traditional Owner or Custodian to provide a Welcome to Country or other appropriate cultural protocol at significant events each year
Process has started
Include an Acknowledgement of Country or other appropriate protocols at the commencement of important meetings
Organise and display Acknowledgement of Country signage at entrances & reception areas and/or major meeting rooms of offices included in our footprint
Research short history about the land offices situated on including Traditional Owners. Share learnings with staff
Include an Acknowledgement of Country in email signatures and extend the opportunity for education in personalising the Acknowledgement based on individual employee knowledge and research of the Traditional Owners of the area
Welcome to Country & smoking ceremony organised for the Heatherbrae opening function.
Welcome to Country organised for the visit of our BA President and CFO – Feb 24
Acknowledgement of Country included in our presentation to our BA President and CFO. Also, NSW toolbox meetings, ETL face-to-face meetings and Staff business updates
Not yet due
Now linked with Action 9
The first step was to introduce RAP email banners to our staff. The next step will be to introduce ‘standardised’ acknowledgements for staff to add to their signatures. Then some face-to-face training around personalisation
8. Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC week
RAP Working Group to participate in an external NAIDOC Week event. Share learnings and experience with staff
Review HR policies and procedures to remove barriers to staff participating in NAIDOC Week
Promote and encourage participation in external NAIDOC events to all staff. Share learning and experiences through main communication channels
9. Demonstrate visible signs of respect for Aboriginal and Torres Strait Islander cultures, histories and protocols throughout workspaces
10. Make workplaces a welcoming and culturally safe space for First Nations peoples
Consult with Traditional Owners about utilising local languages on office meeting rooms
2023 - All members were encouraged to attend NAIDOC WEEK. Some attended on their own
HR Policies and procedures were reviewed. Further investigation is needed
2023 - Poster displayed in offices and email comms sent out
11. Build and maintain momentum for learning about, celebrating and appreciating Aboriginal and Torres Strait Islander
Investigate commissioning local Aboriginal and Torres Strait Islander peoples’ artwork in our offices that tells “our” story
Complete a cultural safety assessment, with relevant recommendations, of the business
Research best practice and principles that support cultural safety in the workplace
Have the RAP goals visible in the workplace and on the company Intranet to create internal interest and build momentum
Jandakot Traditional owners engaged; suggested meeting room naming complete. A Yarning Circle for Rockhampton employees booked. Room plaques & room booking system to be changed as the new names are defined
Not yet due
Cultural Risk assessment is complete
Research completed and will work alongside risk assessment
Working with Marketing on appropriate branding of the RAP goals
histories, cultures and peoples
Keep Aboriginal and Torres Strait Islander histories and cultures visible, not just during NAIDOC Week or Reconciliation Week
Utilise Aboriginal and Torres Strait Islander artwork and stories on office structures and, where possible, vehicle fleet, plant, and equipment
This has been accomplished through various components, welcome to country, acknowledgement of country, cultural learning strategies and conversations with staff
We will incorporate our innovate RAP artwork in our office rebranding project. Our RAP (original and prints) artwork will be displayed in the reception and common areas of our facilities. Vehicle fleet will not be possible due to corporate banding policy restrictions
Opportunities
Diversity is at the core of our business. We want to increase our First Nations opportunities. Doing so will enable us to provide an inclusive work environment that values the diverse perspectives Aboriginal and Torres Strait Islander peoples can contribute. It is beneficial to increase our partnerships with First Nations communities and businesses to build capacity and capability, allowing everyone to benefit and build a future for themselves and their communities.
Action Deliverable
12. Invest and improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development
Build an understanding of current Aboriginal and Torres Strait Islander staffing to inform future employment and professional development opportunities
Engage with Aboriginal and Torres Strait Islander staff to consult on our recruitment, retention and professional development strategy
Develop and implement an Aboriginal and Torres Strait
As of 04.04.2024 – 2.5% of our workforce identified as First Nation Peoples.
Process started
Process started
13. Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes
Islander recruitment, retention and professional development strategy
Review HR and recruitment procedures and policies to remove barriers to Aboriginal and Torres Strait Islander participation in our workplace
Create opportunities at all levels of our business to increase the percentage of Aboriginal and Torres Strait Islander staff employed in our business
Develop an Aboriginal and Torres Strait Islander Trainee program
Advertise job vacancies to effectively reach Aboriginal and Torres Strait Islander stakeholders
Develop and implement an Aboriginal and Torres Strait Islander procurement strategy
Maintain Supply Nation membership
Develop and communicate opportunities for procurement of goods and services from Aboriginal and Torres Strait Islander businesses to staff
Ensure all staff across all departments are confident in sourcing and engaging with First Nation businesses
Review and update procurement practices to remove barriers to procuring
Barrier’s document complete – and being implemented during 2024 by HR team
Process started – part of recruitment strategy
A relationship was created with the Koomba Birdal program with the option to facilitate Traineeships externally, we also have the opportunity to host Trainees in our business
New advert template in place
Not due yet
Yearly membership maintained
Not due yet
Not due yet
Not due yet.
14. Develop a pipeline of employment for Aboriginal and Torres Strait Islander peoples
goods and services from Aboriginal and Torres Strait Islander businesses
Develop commercial relationships with Aboriginal and/or Torres Strait Islander businesses
We have maintained our membership with Supply Nation.
Partnering with Yakeen Safety on the rollout of Sandvik branded workwear
15. Increase support and mentoring for Aboriginal and Torres Strait Islander staff
Support and/or provide STEMbased workshops to Aboriginal and/or Torres Strait Islander students targeting local income and remote schools
Formally advertise and contact Universities and other entities about available undergraduate vacation positions for Aboriginal and/or Torres Strait Islander students
Gather student feedback on their experiences and capture future improvement
Mentor Aboriginal and Torres Strait Islander employees through career progression, transitions into the workforce and performance review process
Create a virtual platform for an Aboriginal and Torres Strait Islander Employees Network (via Microsoft Teams)
Create an Aboriginal and Torres Strait Islander Mentoring Program and develop a mentoring pool to act as role models for employees
First Nation Employment and Engagement Adviser offers Mentoring and support around various aspects
Not yet due. Scope and purpose to be defined
First Nations Mentoring Plan has been developed
Governance
Good governance is transparent, measurable, and ensures accountability. institutional integrity and effectiveness, realistic commitments, and being accountable for the promises we make.
Action
16. Establish and maintain an effective RAP Working Group (RWG) to drive governance of the RAP
17. Provide appropriate support for effective implementation of RAP commitments
Deliverable
Maintain Aboriginal and Torres Strait Islander representation on the RWG
Establish and apply a Terms of Reference for the RWG
Meet at least four times yearly to drive and monitor RAP implementation
Define resource needs for RAP implementation
Status Progress
Ongoing – currently 2 members active within the RWG
Completed. We will review when needed
Monthly meetings in progress with RWG members
Allocated budget for implementation of RAP. Dedicated working group
18. Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally
Engage our senior leaders and other staff in the delivery of RAP commitments
Define and maintain appropriate systems to track, measure and report on RAP commitments
Maintain an internal RAP Champion from senior management
Contact Reconciliation
Australia to verify that our primary and secondary contact details are up to date, to ensure we do not miss out on important RAP correspondence
Contact Reconciliation
Australia to request our unique link, to access the online RAP Impact Measurement Questionnaire
Complete and submit the annual RAP Impact Measurement Questionnaire to Reconciliation Australia
Report RAP progress to all staff and senior leaders Quarterly
Publicly report our RAP achievements, challenges and learnings, annually
Investigate participating in Reconciliation Australia’s biennial Workplace RAP Barometer
Submit a traffic light report to Reconciliation Australia at the conclusion of this RAP
19. Continue reconciliation journey by developing our next RAP
Register via Reconciliation Australia’s website to begin developing our next RAP
RWG ELT members communicate regularly to ELT on RWG activities
Various documents to track progress including this report have been created
4 members of the ELT are current members of the RAP working group
Completed
Completed
Completed
2023 – progress updates made to Executive team
Progress report released
Tuesday 7 May 2024: Information webinar attended by RAP members
Not yet due
Not yet Due
