AA Sust Report 2006 - Rio Tinto

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13 Good management of our local relationships is critical to being recognised as an integral part of a community. A number of existing programmes were continued and new initiatives commenced to achieve this aim. During 2005 AAM employees' children were again given the opportunity of work experience at AAM. Twenty students attended site during the summer vacation period and carried out project work complementary to their chosen degree course. All the students appreciated this opportunity and made a valuable contribution to the business. AAM maintains close links with the local secondary schools through such activities as work placements, providing assistance with skills development and awarding those pupils who display achievement in their later years at school. Thirty secondary school pupils were provided with work experience in various sections across the site. Placements are usually for a couple of weeks but two young people were provided with the opportunity of an extended period of up to 12 months, attending site one day each week. On an annual basis, AAM provides six £1,000 bursaries to pupils who are embarking on University education. Employees, family members and members of the community at the AAM Open Day AAM employee Wyn Jones handing over the minibus keys to Youth leader, Sharon Bibby A major initiative this year was the Open Day held on 17 September. Hundreds of employee family members and members of the community visited the site and were provided with information about the smelter, taking advantage of the guided tours provided on the day. In early December, AAM in co-ordination with the local Police, kick-started the Christmas Drink Drive campaign for 2005. The police team spent a day on site demonstrating testing equipment and distributing information about the dangers of drinking and driving. The Company has again this year been able to respond to over 70 requests for assistance from various local interest groups and charities that all contribute to the local community. One donation of note was to supply one of our minibuses to be used by the community youth clubs on the Island. The vehicle was fully repaired and resprayed. Tˆy Mawr Land In October 2005, 100 acres of land was sold to the Welsh Development Agency. This land was vital to the development of Holyhead and the Tˆy Mawr Industrial Park. This has provided the potential to develop light industries and create significant numbers of jobs. Whilst originally purchased to maintain a cordon around the smelter, the benefit to the community was recognised and the sale agreed. Penrhos Coastal Park Owned and managed by AAM, the Penrhos Coastal Park continues to be a major attraction to both visitors and local residents alike. A number of signposted nature trails guide the visitor through the park and the numerous wooded areas provide a natural habitat to many species of birds and small animals. The park is one of the most popular tourist attractions in the region and the facilities are continually being reviewed and improved upon in order to enhance visitor enjoyment. Bursary Awards presentation for pupils of Holyhead High School
06 PEOPLE COMMITMENT People achieving their potential OUR PRIORITIES • Recruit and retain a skilled and motivated workforce. • Maintain our commitment to engage employees and communicate our strategic direction. • Align people systems and processes across AAM to facilitate a seamless value system based on fairness and equality. The sustainability of our business depends on our commitment to value, retain and develop existing employees. We employ the most capable and enthusiastic people and seek to enable them to achieve their potential. Our aim is to create a safe and productive working environment, where everyone is working together and where people enjoy coming to work. Kevin Howarth, ESPCO and Jim Jardine, Training Specialist, Organisational Support, conducting reach truck training Kimberley Williams, Apprentice, Engineering Services Our Progress There have been many challenges for the Company and our employees during 2005. The most significant of these has been the change of working patterns for all our employees. This has included a move from a five-panel shift system to a four-panel shift system to be effective April 2006. An Implementation Team has been working through the consultation and implementation issues for these improved working arrangements. It is the willingness to embrace these and other changes that will assist AAM to achieve a more competitive market position and sustain the business in the future. Employee Satisfaction Survey A confidential survey is conducted every 18 months to gauge employee opinion and feedback. This survey was conducted in November 2005 and the results, due to be released in early 2006, will be used to improve the way we work. Employee Assistance Programme 2005 saw the introduction of a confidential Employee Assistance programme. This programme enables employees to seek information and assistance on lifestyle, health or financial issues and is provided free of charge by the company to all employees and families. 14
Page 1 and 2: www.angleseyaluminium.co.uk sustain
Page 3 and 4: Welcome to the 2005 Anglesey Alumin
Page 5 and 6: Harri Evans, Operator, Carbon 4
Page 7 and 8: Karen Hughes, Industrial Hygiene Te
Page 9 and 10: 03 OUR BUSINESS APPROACH Achieving
Page 11 and 12: Derek Jones, Electrical Craftsman,
Page 13: 05 COMMUNITIES Supporting sustainab
Page 17 and 18: 07 ENERGY AND THE ENVIRONMENT Makin
Page 19 and 20: Emma Harrison, Environmentalist, Or
Page 21 and 22: 09 PERFORMANCE SUMMARY John Jeffrey

AA Sust Report 2006 - Rio Tinto

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