Bernard Paul – Mine Surveyor, <strong>Mount</strong> <strong>Isa</strong> <strong>Mines</strong> copper operations 42 XSTRATA COPPER NORTH QUEENSLAND
Our people We maintain a safe working environment based on mutual respect, equity and integrity. Our strategic objective is to realise the full potential of our employees. In line with <strong>Xstrata</strong> <strong>Copper</strong>’s SD Policy, we value diversity and treat all our employees and contractors fairly, offering equality of opportunity at all levels of the organisation, without prejudice of any type. We hire according to the skills and experience required for each particular position, without discrimination based on gender, race, age, sexual orientation, religion, nationality or any other factor. At the <strong>Xstrata</strong> <strong>Copper</strong> <strong>North</strong> <strong>Queensland</strong> Division, salaries are negotiated based on qualifications and experience, and are the same regardless of gender. Entry level wages are higher than the Australian minimum wage and again, are the same regardless of gender. The commitment and capability of our people is key to the ongoing success and sustainability of the <strong>Xstrata</strong> <strong>Copper</strong> <strong>North</strong> <strong>Queensland</strong> Division. Our Human Resources (HR) strategy, and accompanying initiatives, supports this requirement by developing individual capabilities and a constructive organisational culture. Employment In 2010, the Division provided jobs for 3,931 people (2,887 employees and 1,044 contractors). Our rate of voluntary employee turnover in 2010 averaged 13.5%, which is below the average voluntary turnover rate of 20.9% reported by <strong>Queensland</strong> participants in the Resources Industry Turnover Analysis. Employing locally We are committed to employing local residents from the communities in which we operate. A significant majority of our workforce is employed on a permanent basis. We estimate that approximately 60.6% of our total employees in north <strong>Queensland</strong>, excluding contractors, were hired from the local communities of <strong>Mount</strong> <strong>Isa</strong>, Cloncurry and Townsville. However, the growth in the resources sector in 2010 coupled with the national skills shortage has meant a small number of employees with management and professional skills were recruited from outside Australia. In 2010, 54.1% of our employees were covered by collective agreements and each employee spent an average of 138 hours in training. Training and education We provide our people with exciting career opportunities, and training and development is embedded in our culture. Development opportunities are discussed with employees in annual performance reviews. We work closely with community stakeholders to provide real and meaningful vocational career pathways for individuals, in careers that reflect the needs of our business. Initiatives are outlined throughout this section. Diversity and opportunity We seek to foster a culture in which our employee-related decisions, whether it be employment, training or promotion, are taken based solely on an individual’s ability and contribution to <strong>Xstrata</strong>’s success, irrespective of gender, age, race, disability, sexual orientation or any other aspect of their identity. Of the Division’s total workforce, 14.6% are female and 85.4% are male; total workforce by age demographic shows 30% are under 30, 53% are 30 to 50 and 17% are over 50. Approximately 8.57% identify as Aboriginal or Torres Strait Islander. Non-discrimination policy As stated in <strong>Xstrata</strong>’s Business Principles, we value the contribution made by our employees and, under our SD Policy, do not tolerate any form of discrimination, abuse of power, harassment or physical or verbal violence in the workplace. We also provide employees with a fair and non-discriminatory mechanism for complaints and foster practices that respect their rights and personal dignity. In 2010, 20 incidents of bullying, harassment and/or discrimination were reported across the <strong>Xstrata</strong> <strong>Copper</strong> <strong>North</strong> <strong>Queensland</strong> Division. Of these reported incidents, 75% have been resolved and are now closed off to the satisfaction of the employee. Six of the incidents were found to have no case. Two of the 20 complainants have exercised their discretion to refer to external bodies. Labour relations Four Union Collective Agreements were negotiated or implemented in 2010: <strong>Copper</strong> Refineries Pty Ltd Collective Agreement, Services Area Collective Agreement, Mining Area Collective Agreement and the Metallurgical Plants Area Collective Agreement. The Health and Safety topics covered in those formal agreements with trade unions include: flexible working practices where individuals work to their capacities, subject to being safe, legal and competent; reasonable rest breaks between shifts; introduction of new rosters that must be preceded by consultation and satisfy health and safety requirements, as well as clauses relating to personal protective equipment. Within <strong>Xstrata</strong> <strong>Copper</strong> there are examples of various workplace relations models, including individual agreements and collective bargaining agreements, as per the Fair Work Act 2009. All employees are free to join a union of their choice. Labour relations are a fundamental responsibility of operational management and we seek to have a direct relationship between our employees and line management founded on quality leadership, effective communication, mutual respect and trust. We consult with employees in advance of any significant operational change. Minimum notice periods vary across our operations and are generally specified in collective agreements. Sustainability Report 2010 43