reflect rap reconciliation action plan · 2018-10-24 · our vision for reconciliation is to...

REFLECT RAPRECONCILIATION ACTION PLANJuly 2018 to July 2019

Our commitment to making a positive difference for our host communities is encapsulated in our purpose and lived through our values.

That is why I'm proud to introduce South32's first Reconciliation Action Plan (RAP), which represents our formal commitment to reconciliation in Australia.

Wherever we work around the world, we recognise the traditional rights and values of Indigenous Peoples and respect their cultural heritage. In Australia, we believe that the recognition and celebration of Aboriginal and Torres Strait Islander culture and achievement is key to reconciliation.

Our vision for reconciliation is to develop meaningful and sustainable relationships with Aboriginal and Torres Strait Islander peoples and businesses – relationships that will provide real opportunities.

In joining the RAP program, we build on this history by demonstrating how we will contribute to the broader reconciliation movement.

We aim to be an inclusive company for Aboriginal and Torres Strait Islander peoples in our communities, in our workforce and as respected business partners. Our RAP includes steps to identify and remove any barriers to Aboriginal and Torres Strait Islander employment and business engagement. This signifies a meaningful step forward in our approach to working with our host communities in Australia.

Our inaugural RAP marks the start of our reconciliation journey and I look forward to sharing our results as we deliver on our commitments and improve the way we work.

Graham KerrChief Executive Officer South32

Message from Graham Kerr

When we started our journey as South32 we knew that if done well and sustainably, developing natural resources could change people's lives for the better.

“Although we are a young company, we have a proud history in Australia where, for many years, we have developed relationships with Aboriginal and Torres Strait Islander peoples in the communities where we work.”

Message from Reconciliation Australia

Reconciliation Australia is delighted to welcome

South32 to the Reconciliation Action Plan (RAP) program

and to formally endorse its inaugural Reflect RAP.

Karen Mundine Chief Executive Officer Reconciliation Australia

As a member of the RAP community, South32 joins over 1,000 dedicated corporate, government, and not-for-profit organisations that have formally committed to reconciliation through the RAP program since its inception in 2006. RAP organisations across Australia are turning good intentions into positive actions, helping to build higher trust, lower prejudice, and increase pride in Aboriginal and Torres Strait Islander cultures.

Reconciliation is no one single issue or agenda. Based on international research and benchmarking, Reconciliation Australia defines and measures reconciliation through five critical dimensions: race relations; equality and equity, institutional integrity; unity; and historical acceptance. All sections of the community—governments, civil society, the private sector, and Aboriginal and Torres Strait Islander communities—have a role to play to progress these dimensions.

The RAP program provides a framework for organisations to advance reconciliation within their spheres of influence. This Reflect RAP provides South32 with a roadmap to begin its reconciliation journey. Through implementing a Reflect RAP, South32 will lay the foundations for future RAPs and reconciliation initiatives.

We wish South32 well as it takes these first critical steps in its reconciliation journey. We encourage the organisation to embrace this journey with open hearts and minds, to grow from the challenges, and to build on the successes. As the Council for Aboriginal Reconciliation reminded the nation in its final report:

On behalf of Reconciliation Australia, I commend South32 on its first RAP, and look forward to following its ongoing reconciliation journey.

“Reconciliation is hard work—it's a long, winding and corrugated road, not a broad, paved highway. Determination and effort at all levels of government and in all sections of the community will be essential to make reconciliation a reality.”

South32 is a globally diversified mining and metals company. We produce bauxite, alumina, aluminium, energy and metallurgical coal, manganese, nickel, silver, lead and zinc at our operations in Australia, Southern Africa and South America. We are also the owner of a high grade zinc, lead and silver development option in North America and have several partnerships with junior explorers with a focus on base metals.

WHO WE ARE

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WESTERNAUSTRALIA

SOUTHAUSTRALIA

NORTHERNTERRITORY

QUEENSLAND

VIC

NSW

TASWorsley Alumina (Western Australia)

As part of the Worsley Alumina operations, we mine bauxite near the town of Boddington, 130 kilometres south east of Perth. It is then transported on the longest overland conveyor belt in the southern hemisphere, more than 50 kilometres, to our refinery near the town of Collie, where a 100-year-old process is used to turn the red bauxite rock into white alumina powder.

The alumina is then transported by rail to Bunbury Port where it is shipped to aluminum smelters around the world, including our Hillside and Mozal smelters in southern Africa.

GEMCO (Northern Territory)

Groote Eylandt Mining Company (GEMCO), located on Groote Eylandt in Australia's Northern Territory, is an open-cut strip mining operation producing high-grade manganese ore.

We have a long history on Groote Eylandt, with mining starting there more than half a century ago and a processing plant commissioned on the island not long after.

South32 owns 60 per cent of GEMCO and Anglo American Plc holds the remaining 40 per cent.

Illawarra Metallurgical Coal (New South Wales)

Illawarra Metallurgical Coal produces premium-quality, hard coking coal for steelmaking, with energy coal as a by-product, from the Bulli and Wongawilli coal seams

The operations are located in the Illawarra and Wollondilly regions of the southern coalfields of New South Wales, about 75 kilometres south of Sydney. Steeped in coal mining history dating back more than 150 years, the region's first coal mines opened in the early nineteenth century.

Soon after, collieries were developed to mine coal for the growing local steel industry and labourers settled into the area, bringing their families with them. Roads, schools and hospitals followed, and communities flourished.

Our history of coal mining around these parts began in 1935 at Wongawilli Colliery.

TEMCO (Tasmania)

Tasmanian Electro Metallurgical Company (TEMCO), a wholly owned subsidiary of GEMCO, uses ore shipped from our GEMCO operation. Most of the alloy produced is exported to customers in Asia and North America, with the balance sold to steel producers in Australia and New Zealand.

For more than half a century TEMCO has been processing manganese at its alloy plant in northern Tasmania.

Cannington (Queesnland)

Taking its name from the sheep and cattle station where it was discovered, our Cannington operation in North West Queensland is one of the world's largest producers of silver and lead.

The deposit was first discovered as an anomaly in an aerial survey of the region, nearly 30 years ago. Production at the mine has been underway for more than 20 years with both open-stope and bench mining methods used at the operation.

Group Headquarters (Western Australia)

Our Company's Registered Corporate Office is in Perth near the banks of the Swan River.

Group HQ

Reconciliation Action Plan 3

Our Australian operations

GEMCO

Worlsey Alumina

TEMCO

Cannington

Illawarra Metallurgical

Coal

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Our purpose is to make a difference by developing natural resources, improving people’s lives now and for generations to come. We are trusted by our owners and partners to realise the potential of their resources.

We are working together to create an inclusive workplace where we hold ourselves and each other to account by living our values of care, trust, togetherness and excellence. Our values govern how we act, work, speak to each other and how we evaluate our behaviour. They guide us and are part of every decision we make.

Our people are the foundation of our success. Success for South32 relies on a team made up of the best people with a broad range of perspectives and experiences. Creating a workforce that is as vibrant and diverse as the communities where we operate, contributes to a high performing and inclusive culture.

In Australia, we have around 4,400 employees of which approximately 50 identify as Aboriginal or Torres Strait Islander.

We recognise that we all have a role to play in reconciliation and, to achieve our purpose, we must contribute to the societal efforts of reconciliation.

Our vision for reconciliation is to enhance and further develop meaningful and sustainable relationships with Aboriginal and Torres Strait Islander peoples. Built on mutual respect, these relationships will result in real opportunities for both Aboriginal and Torres Strait Islander peoples and businesses. We want to be a partner in the success of Aboriginal and Torres Strait Islander peoples in and around the communities where we operate.

The practical actions included in this Reconciliation Action Plan (RAP) are designed to ensure that South32 becomes a more inclusive company for Aboriginal and Torres Strait Islander peoples in our communities, in our workforce and as a business partner.

While we are still a young organisation and this is our first RAP, several of our Australian operations have developed relationships with Aboriginal and Torres Strait Islander peoples over many years. Our RAP, aligned with our values of care, trust, togetherness and excellence, will help us find the best ways to build on this history in order to strengthen existing relationships and develop new relationships, which will help to benefit Aboriginal and Torres Strait Islander peoples.

Our Vision for Reconciliation

Our Purpose & Values

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Principles of our RAPAs a global company proudly head quartered in Perth , Australia, we recognise that we can contribute to Reconciliation in our local communities, which in turn can contribute to Reconciliation across the country.

We are committed to supporting Reconciliation by:

Ensuring our people are culturally aware and possess the skills and knowledge to respectfully engage with Aboriginal and Torres Strait Islander people in their day-to-day workBuilding and maintaining strong relationships with Aboriginal and Torres Strait Islander peoples in the communities where we workFinding unique ways in which we can contribute to positive outcomes for Aboriginal and Torres Strait Islander peoplesFostering a diverse and inclusive workplace with meaningful opportunities for Aboriginal and Torres Strait Islander peoplesEnsuring our procurement processes support a diverse supplier landscape and actively engage with Aboriginal and Torres Strait Islander peoples.

We want to be a partner in the success of Aboriginal and Torres Strait Islander peoples in and around the communities in which we operate.”

“

Reconciliation Action Plan

RELATIONSHIPSOur value of Togetherness sees us value difference, listen and share – knowing that together we are better. Togetherness underpins our approach to developing and maintaining long term meaningful relationships.

Initiative Actions Accountability Due Date

Establish a RAP Working Group

We developed a RAP Working Group to guide the development of this plan. This working group will be formalised to support the implementation of the RAP and track its progress.

The working Group will consist of representatives from each of our Australian operations and our Aboriginal and Torres Strait Islander employees.

The working group will meet at least four times per year to monitor progress delivery RAP actions.

Manager Community

30 September 2018

Meetings to occur

October 2018February 2019May 2019 August 2019

Build internal and external relationships

Our stakeholder engagement plans will identify Aboriginal and Torres Strait Islander peoples, communities and organisations within our local area of influence that we can approach to connect with on our Reconciliation journey.

These plans will identify Aboriginal and Torres Strait Islander peoples who have a specific interest in the land on which we operate. We will engage with them to develop guiding principles for future engagement.

Operation’s Corporate Affairs Leads

31 December 2018

We will identify other RAP organisations and other like-minded organisations that we could approach to connect with on our Reconciliation journey.


31 December 2018

Our operations' community investment plans will identify and evaluate opportunities for partnerships to address barriers which exist for Aboriginal and Torres Strait Islander peoples.


31 March 2019

We will apply to be accepted as a member of Reconciliation Western Australia.

Manager Community

30 September 2018

Participate in and celebrate

National Reconciliation Week (NRW)

We will organise an event to celebrate National Reconciliation Week at each Australian operation and our Corporate office.

We will invite Aboriginal and Torres Strait Islander and non-Indigenous stakeholders to reflect on the shared journey of Reconciliation.

We will register these celebrations via Reconciliation Australia's NRW website.


Manager Communications

National Reconciliation Week 2019

We will publicise NRW activities and encourage our staff to attend local events

Our RAP Working Group will participate in an external event to recognise and celebrate NRW.

Operation’s Corporate Affairs Leads and Manager Community


We will support (financially or in kind) at least one external National Reconciliation Week event.

Operation’s Corporate Affairs Leads and Manager Community


We will circulate Reconciliation Australia's NRW resources and reconciliation materials to our staff.



Raise internal awareness of

our RAP

We will develop and implement a plan to communicate our Reconciliation commitments to our employees.


30 September 2018

We will develop and implement a plan to engage and inform key internal stakeholders of their responsibilities as part of our RAP.


30 September 2018

We will report the details and performance of our Reconciliation Action Plan in the South32 Annual Report


30 September 2019

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RelationshipsCase Study

MJDFoundation

Machado Joseph Disease (MJD) is an inherited neurodegenerative disease that progressively robs sufferers of their coordination and muscle control. Although rare, it is unfortunately prevalent on Groote Eylandt with more than 600 Indigenous Australians at risk of developing it.

As a part of the Groote Eylandt community we have a long-standing relationship with the Machado Joseph Disease Foundation. Based on Groote Eylandt, the Foundation works across Arnhem Land in the Northern Territory to provide a better quality of life for Indigenous Australians and their families living with MJD.

Our financial support is crucial to the Foundation and our ongoing AUD$900,000 partnership will help fund new medical equipment and technology, services like physiotherapy, improvements to remote community service delivery and the general operations of the MJD Foundation headquarters.

When we started after-school Learning Clubs in partnership with the Groote Eylandt local schools and the Graham Polly Farmer Foundation, our idea was to provide tutors who could give extra help to the children of our Indigenous employees.

Over time, this idea has grown and we now have Learning Clubs in Angurugu, Umbakumba and Alyangula with 52 participating students. In addition to the attendance of our employees' children, principals at each of the three schools have nominated several high achievers and other high potential students to participate.


GEMCO Learning Clubs

Relationships Case Study

RESPECTOur value of Care states that 'we care about people, the communities we’re part of and the world we depend on'. This value informs our approach to Respect


Investigate Aboriginal and Torres Strait

Islander cultural learning and development

We will develop and implement a South32 Aboriginal and Torres Strait Islander cultural awareness training strategy which considers the specific training needs of our employees.

Manager Learning

31 March 2019

Raise internal understanding of

Aboriginal and Torres Strait

Islander cultural protocols

We will develop and implement a plan to raise awareness and understanding of the meaning and significance behind Acknowledgement of Country and Welcome to Country protocols.

Manager Community

31 December 2018

We will develop, implement and communicate a cultural protocol document for Welcome to Country and Acknowledgement of Country including a key local contact for delivering a Welcome to Country in host communities.

Manager Community

31 December 2018

We will continue to include a Welcome to Country and Acknowledgement of Country at our Annual General Meetings.

Company Secretary

November 2018

We will engage with local Aboriginal and Torres Strait Islander representatives to investigate a physical acknowledgement of Country for each of our operations.


30 June 2018

We will investigate the use of the language of local Traditional Owners to identify places of significance at operations and our corporate offices.

Principal Facilities 30 June 2018

We will extend invitations for the annual cultural immersion training on Groote Eylandt to operation leaders and RAP Working Group members.

Rehabilitation, Mine Services and Legacy Team

August 2019

Participate in and celebrate NAIDOC Week

We will raise awareness and share information with our employees about the meaning of NAIDOC Week, including information about the local Aboriginal and Torres Strait Islander peoples and communities.

Manager Community

July 2019

We will promote NAIDOC week community events in our local area. Operation’s Corporate Affairs Leads

July 2019

We will ensure our RAP Working Group participates in an external NAIDOC Week event.

Manager Community

July 2019

We will review and update Human Resource policies and procedures to ensure there are no barriers to employees participating in NAIDOC Week.

Manager Learning 31 March 2019

We will actively engage Aboriginal and Torres Strait Islander staff to encourage participation with their cultures and communities during NAIDOC week.


July 2019

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Respect Case Study

Welcome to Country ceremonies are an acknowledgement and recognition of the rights of Traditional Owners and pay respect to the traditional custodians, ancestors and continuing cultural, spiritual and religious practices of Aboriginal and Torres Strait Islander peoples.

In our Perth Corporate office, Barry McGuire, a Balladong, Wadjuk Noongar, welcomes us to Wadjuk Noongar boodja with a poem and a corresponding painting. This work promotes an ongoing connection to place for Aboriginal Australians and demonstrates respect for the Traditional Owners.

Welcome to Country


OPPORTUNITIESOur value of Excellence stems from being courageous and challenging ourselves every day to be the best in what matters. This value, whilst describing our approach to everything we do, recognises that through excellence we will provide the best opportunities.



Islander employment

Analyse existing employment data to understand the number of Aboriginal and Torres Strait Islander employees within the business and across roles (include as part of this analysis consultation with Aboriginal and Torres Strait Islander employees on employment strategies, including professional development).

Operations’ HR Managers

31 March 2019

Commence the development and implementation of an Aboriginal and Torres Strait Islander Employment and Retention strategy (GEMCO).

Corporate Affairs Leads (GEMCO)

31 March 2019

Review Human Resources and recruitment procedures and policies to ensure there are no barriers to Aboriginal and Torres Strait Islander employees and future applicants participating in our workplace.

Manager Employee Relations

31 December 2018

Continue the Cannington Indigenous Traineeship program. Vice President Operations Cannington

31 March 2019


Islander supplier diversity

Review supply policies and procedures to ensure that there are no barriers for engaging Aboriginal and Torres Strait Islander businesses.

Manager Supply 31 March 2019

Review existing vendors to identify those which are Aboriginal and or Torres Strait Islander owned and develop a register to share with staff.


Review and update local procurement plans to ensure they include specific engagement approaches for Aboriginal Torres Strait Islander businesses.


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OpportunitiesCase Study

CanningtonTraineeshipProgram

In 2018 our Cannington Operation saw a graduate of the first Indigenous Work Experience Program join the team as a full-time Process Plant Operator.

Launched in 2017 through a partnership with Indigenous-owned company Western Labour Hire, the program provides local Indigenous people with an opportunity to gain 12 months of paid employment, industry training and valuable on-the-job work experience at Cannington.

Through this program, we want to give young Indigenous people entry level work experience that could launch a future career in mining, while still being able to remain close to home and family.

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OpportunitiesCase Study

Mila Foundation


We have entered our second year of support for the Mila Foundation and its popular Aboriginal Youth Leadership program at Collie Senior High School in Western Australia.

Our community investment partnership with the Mila Foundation and Collie Senior High School allows for 65 Indigenous high school students to participate in the Aboriginal Youth Leadership program, which is run fortnightly during the school year.

The program supports cultural immersion, builds leadership skills and provides opportunities around education and career choices. Results include improved self-esteem, better school attendance and opportunities to learn and share language, culture and heritage.

REPORTINGWe will approach the reporting associated with our RAP with our value of Trust which states 'We deliver on our commitments and rely on each other to do the right thing.'


Build support

for the RAP

Define resource needs for RAP development and implementation. Manager Community

30 November 2018

Define systems and capability needs to track, measure and report on RAP activities.

Manager Community

30 November 2018

Complete the annual RAP Impact Measurement Questionnaire and submit to Reconciliation Australia

Manager Community

September 2019

Review and Refresh RAP

Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements.

Manager Community

31 May 2019

Submit draft of new RAP to Reconciliation Australia for review and formal endorsement.

Manager Community

31 May 2019

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ContactDetails

Frank MofflinManager Community

For information or to contact South32, visit www.south32.netPhone +61 8 9324 9000

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Cover ArtworkWATERHOLES - FIONA REIDY

Djilba is the Noongar Season from August to September, which brings the second lot of rains

filling the rivers and waterholes.

Fiona Reidy – Djinda Kaal is a Noongar woman of the Bal-ar-dong clan traditionally located in the

York and Brookton areas. Fiona paints under the name Djinda Kaal meaning 'Star Fire' in Noongar.


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This publication is printed on 100% recycled stock.

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