The Gender Agenda
Ecoal, June 2010, Vol. 71
WCI Member Rio Tinto recently released "Why Gender Matters" which sets out to bring diversity to the fore in the Group's community programmes. In this article, the company outlines the steps it is taking to develop a more diverse workforce.
On a recent site visit to a Rio Tinto coal mine to discuss community relations, Rio Tinto's Global Practice Leader, Communities, Bruce Harvey spent a morning with the site management team discussing the challenges of attracting more women into their business. In the male dominated mining industry, coal has traditionally been the ultimate bastion of that ascendancy; it is therefore perhaps an unlikely arena in which to focus on developing a more diverse workforce.
However, Bruce Harvey states that there has been a "generational shift" in attitudes towards gender over the last decade. "A few years ago, that topic would have been met with sullen indifference," he says. "What we are finding in the field today is that people do want to do the right thing in terms of gender - but they don't necessarily know how to do it."
Rio Tinto has therefore released a new guide to advise its operations on how to integrate gender considerations into communities work. "Why Gender Matters" is intended to be a 'how to'manual for Rio Tinto businesses, particularly those involved in community work. The guide covers the role played by gender in every aspect of the business, including mine development from exploration to closure, rather than just the obvious gender related issues of recruitment and employment.
The guide was developed in close conjunction with the University of Queensland's Centre for Social Responsibility in Mining, as well as experts including academics and NGOs across all regions of the world. It includes detailed case studies from around the Group (see below). In the big picture, gender issues are all about embracing diversity. Consulting with and employing diverse people gives companies access to a range of perspectives to make the best decisions.
Consultation in Mongolia
Involving the women of a community in the consultation process of mineral exploration requires flexibility and adaptability - and in this case, observation of the seasons. Winter is the time of year when the women of south west Mongolia have more time to spare; the rest of the year is taken up with their responsibilities to the herds they rear and tend. It became clear to the community relations officer working on the Rio Tinto coal exploration project in the area that all discussions were better held during the winter when the women there would be available to engage. Also, as the women had been reticent in public meetings - and as a result felt that they had not been able to voice concerns about the project - a separate women's gathering was held.
In such a forum, the women control the agenda. Besides expressing their interest in the possibilities of employment were the mine to go ahead - at this point only men had been recruited locally for the exploration work - the women were keen to learn more about the impact of mining on the pastures where their family herds of goats, camels and horses grazed and to supply information that would help with the mapping of grazing land.
"In community work, we often find that we get a more constructive dialogue with women," says Bruce Harvey. "They are more pragmatic and concerned about the day to day practicalities of their community. Men often have a tendency to play politics and get bogged down in bargaining esoteric and discretionary issues. "Women's participation in community negotiations facilitates more broad based and lasting outcomes compared to those designed solely by male leaders."
Several of the women stated that they hoped to encourage their children to go to university for an education in mining - that, they said, was where they saw job prospects for the next generation.
Employment in Australia's Coal Operations
Rio Tinto Coal Australia's Clermont Mine, in Queensland, has been working to encourage women with no mining experience to enter the workforce, particularly in non-traditional roles. Women now make up more than 27% of Clermont Mine's workforce, a result that has not only exceeded the initial 25% target set by the mine but is also well above the Queensland industry average of 11%. According to Clermont Mine general manager construction, Dave Lamb, the Clermont Mine recruitment strategy is based on merit, with women, local and Indigenous candidates encouraged to apply. "Clermont Mine set out to attract women to apply for inexperienced mobile equipment operator roles, with a local recruitment campaign that promoted a positive work life balance," said Mr Lamb.
"By employing a higher proportion of females, we have not only increased communication and diversity within crews, but it has also helped counter the skills shortage and has created a workforce that is more representative of society."
Parents & Learning Programme
At Muswellbrook in New South Wales, Aboriginal mothers are playing a leading role in a Rio Tinto-funded community programme. Eight children are taking part in the Parents and Learning (PaL) programme, launched in Muswellbrook through A$40,000 in funding from the 'Coal & Allied Aboriginal Development Consultative Committee'. The PaL programme supports Indigenous parents and family members to get involved in their children's learning through weekly home visits over a two year period by a PaL tutor, who delivers books, instruction kits and educational games.
Committee Executive Officer Cate Sims said: "The projects funded are those most likely to deliver long term, sustainable outcomes for the Upper Hunter Valley Aboriginal community to help build capacity in our region".
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