20784 29Metals AR 2022 WEB V1 - Flipbook - Page 29
Our performance
Overview of performance against 2022 S&ESG priorities
2022 S&ESG priorities
Progress
Continuing focus on eliminating serious
injuries through updated critical control
framework and verification
Updated critical control management and assurance
program was implemented, including field testing of
critical control verifications and observations
Renewed focus on reducing incidence of
minor injuries
Material reduction in TRIFR year-on-year
Investigation of barriers to attracting
and retaining a diverse workforce, and
developing an action plan
Barriers investigated, recorded and progressed
against through established Diversity Working Group
(InDiVisible) (refer below)
Focus on safety leadership, communications, leading
indicators, incident investigations and learnings
Feedback on barriers received as part of 2022
workplace health survey, including recommendations
(refer below)
Improve detailed demographic data
collection and analysis
Improvements to tracking turn-over rates, recruitment
and demographic data implemented
Continued workforce engagement and
feedback loops, building on the successful
2021 workplace health survey
Workforce engagements are carried out on a regular
basis and 2022 workplace health survey was completed
Maintain no less than 30% representation
of each gender on Board
Maintained at 40% female representation
Year-on-year increase in the percentage of
female employees as a proportion of total
employees
Increase in absolute number of “new hires” that were
female, although overall relative participation rates
remained steady year-on-year
Commence Workplace Gender Equality
Agency reporting, including completion of
gender pay-gap analysis
Completed
Establish a Diverse Working Group with
representation from across the workforce,
to provide advice and recommendations
regarding workplace inclusion and diversity
improvement opportunities and strategies
InDiVisible working group established in 2021, with
regular meetings occurring throughout the year
Conduct a whole of workforce survey
to identify issues and opportunities for
inclusion and diversity improvement;
Develop a gap analysis and action plan
based on the results
Completed second annual whole of workforce survey,
with increased participation rates from employees
Establish a clear baseline understanding
of the Company’ workforce (employees
and contractors) diversity to inform future
actions and objectives
29M employee and major contractor data is accessible
with data system maturing
Refresh and roll out cultural awareness
training, in consultation with local First
Nations stakeholders – training to be
successfully completed by all employees
and contractors at superintendent level or
above across 29Metals
Cultural awareness and competency has improved
across the business. Training has been completed at
Golden Grove for all superintendents and above and
to all corporate office employees. Capricorn Copper
training will be rolled out in 2023
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