Women in mining Strategic Plan

2013
2015
Women
in Mining
Strategic
Plan
2013–2015 WOMEN IN MINING STRATEGIC PLAN
POLICY AND PLANNING CONTEXT
Plans
Leighton Holdings – Group Policy for Workplace Diversity
Leighton Holdings – Indigenous Participation Strategy
Thiess People Safety and Environment Plan
Business Unit – People and Capability Action Plan
Thiess Diversity Policy
Reconciliation Action Plan
Business Unit
Australian Mining
Strategies
Women in Mining Strategic Plan 2013 – 2015
Gender Diversity Business Scorecard
Thiess will draw on a number of resources to support its
diversity aims in education, training, employment.
The above context provides a framework to facilitate
alignment and co-ordination towards improvement in Key
performance indicators (KPI’s)
DID
YOU
KNOW
Women represent
45% of the
total Australian
workforce, but
only 16% are in the
resource industry
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2013–2015 WOMEN IN MINING STRATEGIC PLAN
3
WOMEN IN MINING
To be
recognised as
a leading mining
contractor
that prioritises
diversity and
recognises
the value of
an inclusive
workplace for
all employees.
This will be achieved through…
»
Improved targetted career pathways, training and
employment outcomes.
»
A workforce skilled in maximising education, training,
advancement and employment outcomes
»
Improved understanding of the cultural and
organisational change required to recognise women as
leaders and significant contributors
to business success.
By working closely with …
To accelerate
and sustain the
flow of women
into senior
management
positions and
non-traditional
roles while
creating and
maintaining
a culture that
holds high
expectations for
the potential of
women at
all levels.
»
»
»
»
»
Universities and TAFE institutes
»
overnment agencies eg Office for Women,
G
Fair Work Australia
State and non-state school students
Local and Indigenous communities and organisations
Various women’s networks eg WIMARQ
Industry bodies eg Minerals Council Australia, Equal
Employment Opportunity for Workplace Gender
Equality Agency (WGEA)
... Our stakeholders
DID
YOU
KNOW
Real change only
occurs when an
organisation gets to a
critical mass, estimated
to be somewhere
between 25-30% of
women
in senior roles.
2013–2015 WOMEN IN MINING STRATEGIC PLAN
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WITH A PARTICULAR FOCUS ON...
1. Cultural and Physical Environment
Providing a cultural and physical environment where
women feel comfortable, included and valued.
1.1 Deliver compulsory Diversity awareness sessions and
EEO and anti-bullying training for senior leaders and all
employees.
2.2
Increase recruitment of high potential employees
by better demonstrating the range of jobs/careers
available and link these to non-traditional roles to
school-level students, TAFE and university, community
events and organisations.
1.2Establish women’s networks and events internally.
2.3 Increase female participation by delivering the
“Diversity Operator Training Program” and “Women in
Trades” program.
1.3Implement career development and frameworks.
2.4 Establish clear career pathways and talent pipelines
1.4 Introduce more flexibility in work rosters.
2.5Develop and implement a tailored mentoring program
1.5
Implement Parental Leave Program - ‘staying in touch’
1.6
Conduct Gender Pay Equity Review
1.7
onduct consultation with employees on issues
C
concerning gender equality in the workplace through
annual structured ‘focus groups’ and feedback
sessions.
2.6Increase engagement in training and employment
and establish pathways for school students and
women between schools, VET, higher education and
employment, in partnership with key stakeholders and
Indigenous communities.
1.8
Identify and provide the skills that managers need
to identify and provide the skills and understanding
leaders need to maximise diversity
2. Career Pathways, Training and
Employment
2.7 Increasing participation in leadership and management
programs that encompasses all aspects of leadership
capability, career progression and work/home balance.
3. Tracking Progress and Reporting
Monitoring the effectiveness of retention, engagement and
attraction initiatives to drive improved gender equality
outcomes.
Developing, supporting and promoting accessible and
relevant career pathways, training and employment
opportunities that encourage female participation,
retention and engagement.
3.1Develop site/regional targets and implement business
scorecard metrics
2.1Develop and implement specific retention, selection,
progression and recruitment strategies that attract
women into mining.
3.3Establishing the ‘Women in Mining Working Group to
manage the Women in Mining implementation effectively
3.2Including diversity targets in senior leaders
performance development plans.
3.4Review and refresh WIM strategic plan yearly
3.5 Prepare a quarterly report on progress and
achievements of goals and targets for the leadership
team and make report available to all employees
2013–2015 WOMEN IN MINING STRATEGIC PLAN
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Guiding Principles
We are guided by the following principles
We measure performance by
»
We are committed to this change and leading the way
»
Increased participation rates of women across at all
to ensure gender equality and opportunity in a culture
that values respect
»Hold high expectations for the potential of our female
employees
»Have clear understanding of Thiess’ vision for women
and how it will be achieved.
»Understand their obligations, commit to them, and are
prepared to be held accountable
»Celebrate, respect and value the diversity amongst our
women and the contributions they continue to make for
Australian Mining
»Effectively prioritise, manage and target resources to
drive improvement
»Use research, evaluation and data to understand
levels
»
Increased representation of women in targeted roles eg.
non-traditional and leadership roles
»
Reduced turnover of women throughout the business
»
Improved anecdotal feedback from annual focus groups
»
Increased participation rates of women in training
»
Revised and/or introduction of standards and
procedures stating inclusion commitments
»
Improved compliance with the standards and
procedures developed
»
Improved reporting and recording of the participation of
women across the business including but not limited to
recruitment, retention, training and progression.
outcomes and inform action
»Adhere to appropriate employment policies and
practices
DID
YOU
KNOW
6 out of 10
businesswomen consider
male dominated referral
networks one of the
biggest challenges to
landing an executive role
2013–2015 WOMEN IN MINING STRATEGIC PLAN
REFERENCE
The term ‘Indigenous’ used hereafter in this document
specifically refers to the Aboriginal peoples and Torres
Strait Islander people of Australia. The use of the term
Indigenous is for grammatical ease only.
This plan was issued on 11/02/2013. It was prepared by Penny Hamilton.
For more information contact 07 3037 5156.
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2013–2015 WOMEN IN MINING STRATEGIC PLAN
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LINE OF SIGHT
Business Unit – People Action Plan
Develop Diversity
Ensure AM develops a positively diverse workforce,
representative of and responsive to the needs of the
community in which it operates.
»
Plan 1 January 2013
Our Goal: To accelerate and sustain the flow of women into senior amangement positions and non-traditional roles while
creating and maintaining a culture thats holds high expectations for the potential of women at all levels.
FY13
FY14
FY15
1. Develop Diversity of women in AM
15% of WF
16% of WF
17% of WF
2. Increase representation of women in senior management roles
16% of WF
18% of WF
20% of WF
3. Increase in participation in non-traditional roles
8.5% of WF
9% of WF
9.5% of WF
4. At least 20% of female representation on the leadership team (AMLT) by end of 2015.
required increase
to meet 17%
by 2015
2%
15%
end of 2013
representation of
female employees
85%
end of 2013
representation
of male employees
The increase, in comparison to overall employment is minimal.
DID
YOU
KNOW
Despite 50% of female
graduates completing
tertiary education for the
past 20 years, there are
not enough women in
management roles.