Sustainability Report - Antofagasta PLC

CASE STUdy
Developing managers
Antofagasta Minerals has partnered with the
Adolfo Ibáñez University since 2010 to develop
its employees’ skills and meet the demands of a
growing business.
Through intensive on-site classes, online course
material and tutorials and a real-life team
project, participants develop skills in leadership,
people management, risk management, finance,
innovation and sustainability. Antofagasta
Minerals has had positive feedback from
participants and professors, who find the course
relevant and helpful in a changing national and
global context. In 2011, 118 employees
participated in the course, including supervisors
and managers.
We invest in training and partner with universities, technical colleges and
peer companies to increase the number of skilled mining professionals and
make sure we can continue to access the talent needed to grow our
operations.
We aim to widen the talent pool for future recruitment through the following
initiatives:
– An apprenticeship programme for training school leavers from local
communities. Apprentices are trained for mine and plant operation roles
such as plant maintenance and truck driving. The Group aims to include
female apprentices in this programme as part of its strategy for widening
the talent pool. In 2011, 116 apprentices joined the mining operations.
– A graduate trainee programme, started in 2010, to attract young
professionals to the company. In 2011, 17 engineering and geology
graduates took part and most of them were offered full-time positions
with the business.
– A partnership between mining companies in Chile to identify and address
the shortage of mining professionals, raise awareness of mining as a
career choice and work towards developing fast-track training
programmes.
1 Instituto Nacional de Estadística.
Diversity
Antofagasta Minerals 37
Women account for 15% of the workforce across the mining division,
compared with the national average for the mining industry of 6%. It is
challenging to increase female representation, given the traditionally low
number of women working in the mining sector and the fact that only
37% of Chilean women currently participate in the job market. 1 However,
recruiting and training more women is a key part of the Antofagasta
Minerals’ talent strategy, and presents an opportunity to boost female
employment and widen the available talent pool.
The mining companies introduced a number of initiatives to increase
representation of women. For instance, both El Tesoro and Esperanza
worked with IGUALA, a Chilean organisation that promotes gender
equality in the workplace and made a number of changes to their
recruitment process. This included updating the language of job adverts
so that they would be more likely to appeal to women, providing
information to potential candidates about how women’s careers are
supported at the mines and posting recruitment notices on the IGUALA
website. They updated recruitment forms so that a candidate’s gender is
not disclosed during the initial selection process. At both mines regular
forums are held for female employees to share ideas for improving the
working environment.
Antofagasta Minerals is committed to creating jobs in the areas where it
operates and the mining companies recruit people from local
communities.
See page 46 [refer to community section].
Percentage of female employees
Los Pelambres
Esperanza
El Tesoro
Michilla
Corporate Centre*
Mining Industry
average in Chile
* Includes exploration.
2011
8%
11.2%
10%
5%
24%
6%
2010
5.5%
11.5%
7.5%
4.2%
20%
6%
2009
5.3%
11.5%
8.1%
4.5%
22%
6%
Overview
Sustainability at Antofagasta Antofagasta Minerals Antofagasta Railway Company Aguas de Antofagasta Appendices