Resources Hub

About

AMEC’s Resources Hub was developed to support the mineral exploration and mining industry to drive genuine change, by increasing safety, both physical and psychosocial. We are working to implement effective actions that address the risks posed across different operations. These hazards and unacceptable behaviours, including sexual harassment and sexual assault have no place in our industry, or any.

The safety of our industry’s workers and workplaces is the utmost priority for AMEC, our members, and our broader industry. Across Industry, we have seen a range of practical, genuine improvements being undertaken, and AMEC is committed to working with members to enact positive change.

The initiatives, examples and ideas featured in AMEC’s Resources Hub are intended to facilitate a range of different measures and considerations, scalable to the size and nature of various organisations across the sector, in a risk-based manner. Whilst there is no one-size-fits all approach, there are a range of proactive, best-practice measures for consideration, and resources which can be tailored to suit your organisation’s needs.

If you have an initiative you would like featured in AMEC’s Resources Hub, or would like to follow up on a particular example, please don’t hesitate to reach out to a member of our team.

AMEC Mineral Explorer Resources

AMEC, through Parabellum International, is developing a range of ‘Explorer Resources’ under the WHS Peak Body Grant Program. Mine Safety Management Systems (MSMS) under r622 of the WHS (Mines) Regulations require all exploration and mining operations to develop and maintain a MSMS including health and safety policies, of which sexual harassment risk assessment, policies, response and gap analyses will be core. The MSMS requires control measures detailing the management of contractors and how they will adopt the Mine’s MSMS, or integrate their own MSMS with the mine’s.

Watch this space for the final resources, which will be available shortly.

Enough is Enough

The mining and mineral exploration industry prioritises the safety, both physical and psychosocial, of our workers and workplaces. While our industry’s safety standards are stringently regulated, ensuring safety, remains at the forefront of our operations. AMEC members continue to implement a wide range of actions to address risks to the safety and wellbeing of our workers and workplaces, and are committed to eliminating sexual harassment, assault, bullying and discrimination from our industry.

AMEC is working with Government, other industry associations, and our member companies to address the unacceptable behaviours brought to light in the WA Parliamentary Inquiry into sexual harassment against women in the FIFO mining industry. Our response and ongoing actions have been developed in consultation with our membership, particularly through AMEC’s Safety Committee and Respect@Work Working Group.

The below table outlines the breadth of actions already being taken by AMEC and AMEC member companies, which seek to address the recommendations of the ‘Enough is Enough’ Report.

AMEC’s ‘Enough is Enough’ Action Table

Alcohol

Action being taken by AMEC:

  • AMEC is supporting members in their initiatives to reduce alcohol consumption and risks associated with alcohol consumption, and promote shifts towards non-alcoholic options, available to all mineral exploration and mining companies, to meet stringent fitness for work requirements, and support mentally healthy workplaces.
  • AMEC members enforce stringently regulated fitness for work drug and alcohol testing. The introduction of alcohol limits and/or restrictions should be at the discretion of the organisation, considering the psychosocial welfare of industry’s workforce, and the company’s culture and ability to introduce and maintain measures.
  • AMEC supports member companies who have mandated maximum alcohol limits.
  • AMEC’s ‘Resources Hub’ will support members in initiatives to reduce alcohol consumption and risks associated with alcohol consumption, by promoting non-and-low alcohol alternatives, consideration of non-alcohol related on-site activities, by sharing industry best-practice initiatives.
  • AMEC is seeking to collaborate with WorkSafe (Mines Safety) where possible, to develop guidance for non-owned FIFO accommodation, on ‘alcohol alternative considerations’.

Action being taken by AMEC member companies:

  • Review and update of alcohol consumption and behavioural guidelines, with direct reference to individual and leadership expectations regarding consumption of alcohol
  • Improved range of non-alcoholic options, with provision of free zero alcohol drinks, water, and soft drinks.
  • Recreational facilities and social rooms in some new FIFO accommodation camps are being created away from a wet mess.
  • Promoting inclusive workplace behaviours as an alternative to alcohol, by strong linkages to community and family programs.
  • Introduction of alternative recreation offerings including health and wellbeing coordinators, personal trainers and state of the art gym for fitness options, tailored to shift patterns.
  • Service of alcohol by swipe card mechanism only, to prevent stockpiling.Introduction of baggage and / or vehicle searches.Mid-strength alcoholic beverages only.
    • Reduced pricing for lower strength and alcohol-free options.

Useful resources for consideration:

  1. Roy HillDrug and Alcohol Procedure
Reporting

Action being taken by AMEC:

  • AMEC supports all companies having multiple reporting mechanisms and people available to make reports to, including formal reporting mechanism.
  • AMEC recommends all companies have ‘anonymous’ reporting platforms available.
  • AMEC has facilitated introductions and briefings between CrimeStoppers ‘Safe2Say’ team and members, for anonymous reporting platforms. Many members are now using this platform.
  • Supporting members in increased education and training on what information to provide when making an anonymous report, to encourage increased reporting.
  • AMEC’s Resources Hub will feature an information page on available support mechanisms available, including 1800RESPECT, SARC.

Action being taken by AMEC member companies:

  • Increasing the number of trained on-site staff members reports can be made to, including contact officers.
  • Considering the use of integrity reporting platforms (including Safe2Say).
  • Specialist-trained HR and leadership teams to appropriately manage reports and provide support, whilst offering multiple options to encourage reporting.
  • Increased HR presence on site to promote engagement with diverse groups on site.
  • Education processes to include workplace examples and raise awareness.
  • Reporting via multiple avenues including Ethics Officers, Chaplains, HR, EAP, anonymous reporting line, and peer support workers.
  • Onsite Chaplains, to provide a dedicated pastoral care service.
  • Utilising SafeWork Australia resources and the Sexual Assault Resource Centre (SARC).
  • The use of ‘toolbox’ meetings in head offices with a focus on harassment and bystanders as a topic.
  • Onsite psychology services for casual drop-in conversations, with more formal ‘lunch and learn’ sessions.
  • Development of a diversity and inclusion team with members from across the business reporting directly to the Managing Director, to understand concerns and drive solutions with a positive impact across each site within the workforce, relevant to the location, community and staff.
  • Training and development of supervisors and front-line managers to prevent, manage and address sexual harassment risks.
  • Training and development of peer-to-peer support, to encourage conversations.
  • Training on unacceptable behaviours including bullying and harassment.
  • Developing triage processes to explore complaints.
  • Review of business medical provider.
  • Review of fitness for work and health & wellbeing standards.
  • Internal reporting hotlines, with 24/7 availability.
  • Education on what information is required when making an anonymous complaint.

Useful resources and initiatives for consideration:

  1. WorkSafe WA 24-hour reporting line: 1800 678 198
  2. Gendered ViolenceNotification of sexual harassment and / or assault to WorkSafe Mines Safety – Information Sheet
  3. Safe 2 Say – Integrity Reporting Platform provided by Crime Stoppers IP. Safe, two-way anonymous information exchange that allows organisations to comply with their obligations under the Treasury Laws Amendment (Enhancing Whistleblower Protections) Act 2019. For further information, contact info@safe2say.com.au
Psychosocial Hazards and Mental health

Useful resources and initiatives for consideration:

Some of the Employee Assistance Providers (EAPs) available in Western Australia include.

Sexual Harassment

Action being taken by AMEC:

  • AMEC has a zero-tolerance approach to sexual harassment, sexual assault, and other unacceptable behaviours in our workplaces, including discrimination and bullying.
  • AMEC continues to work with members, other industry bodies and Government, to understand legal and procedural fairness requirements, to support industry in taking swift action to remove perpetrators and these behaviours from our workplaces.
  • AMEC is supporting members in the development and sharing of procedures and processes available to pursue when allegations of misconduct arise.
  • AMEC is working with other industry associations following legal advice, on a range of measures which can meet the intent of the proposed industry-wide workers’ register. Consideration is being given to the use of statutory declarations, information sharing provisions in line with privacy and industrial relations laws, policy measures, and suite of implementable, scalable, measures to strengthen recruitment and reference checking practices.
  • AMEC is working with other industry associations to develop a range of measures companies can implement to bolster pre-screening and recruitment practices of prospective employees, including a standard statutory declaration.
  • AMEC is working with member companies to consider a range of recruitment practices for prospective industry employees to undertake, to ensure employees have been subject to a range of fit-for-purpose, relevant, vetting procedures prior to employment. This can include requiring a current National Police Clearance from prospective future workers (including employees and contractors), completing reference checks including a previous employer within relevant industrial relations parameters, and asking appropriate reference checking questions, such as ‘would you hire this person again?’ cognisant of privacy and Industrial relations laws.
  • Exploring terminology for use in guidance materials to support the development of standardised templates, consistent definitions of sexual harassment, and fit for purpose investigations to substantiate claims.

Action being taken by AMEC Member Companies:

  • Development of standalone sexual harassment in the workplace policies and standards, clearly outlining zero tolerance to sexual harassment, bullying and discrimination.
  • Education on what constitutes sexual harassment, how to report it, and supports available, shared with all employees and contractors in inductions, and in OHS policies.
  • Updating of sexual harassment, discrimination, and bullying policies, standards, and response frameworks.
  • Development of a harassment and discrimination standard and a grievance and dispute resolution standard.
  • Updated existing counselling & discipline procedure outlining the processes for managing disciplinary matters, including option for summary dismissal should harassment occur.
  • Development of Diversity & Inclusion Standard.
  • Enhanced whistle-blower policies, expanded to encompass sexual harassment reporting.
  • Surveys to understand employee and contractor behaviours, psychosocial hazards and workplace insights, followed by comprehensive campaigns to set expectations.
  • Workplace investigation training for selected individuals.
  • Roy Hill has rolled out the Above/Below the line behaviours program to all employees and contractors.
  • Development of Organisational Change Action Plan to prevent and respond to inappropriate workplace behaviours, ensuring the company’s culture and behaviours support a safe, respectful and inclusive workplace.
  • Psychosocial safety built into daily meetings and work practices.
  • Well-timed, organisation-wide communications regarding workplace behavioural expectations following an allegation of an incident.
  • Some companies have introduced National Police clearance requirements for employees and contractors.
  • Shift changeover meetings to include employees and contractors, with a focus on culture, standards, expectations of behaviour, with direct reference to what sexual harassment is, how to report it and the importance of reporting.
  • Development of internal Risk and ESG subcommittees to report on progress of Respect@Work initiatives and any incidents, if applicable.
  • Use of external investigators where required.

Useful resources and initiatives for consideration:

  1. Sexual harassment fact sheet Equal Opportunity Commission WA
  2. What is workplace sexual harassment? – Fact sheet – Safe Work Australia
  3. The impacts of sexual harassment – Fact sheet – Safe Work Australia
  4. Gendered Violence: Sexual Harassment – Information Sheet – WorkSafe Mines Safety
  5. Violence and aggression at work – Code of Practice – WorkSafe Mines Safety
  6. Your work health & safety duties – Fact sheet – Safe Work Australia
  7. Steps to prevent workplace sexual harassment – Fact sheet – Safe Work Australia
  1. What to do if you are sexually harassed at work – Fact sheet – Safe Work Australia
  2. Sexual Assault Resource Centre (SARC) Crisis line – 24/7 – 1800 199 888
  3. Values in ActionNorthern Star Resources
  4. Preventing workplace sexual harassment – national guidance material – Safe Work Australia
  5. Supporter’s guide – for people supporting an adult survivor of sexual trauma – Sexual Assault Resource Centre
  6. Roy HillBullying, Harassment, EEO and Discrimination Procedure
Bystander Awareness

Useful resources and initiatives for consideration:

  1. Empowering bystanders to act on sexist and sexually harassing behavioursOur Watch – Take action
  2. Bystander intervention factsheetQueensland Human Rights Commission
  3. Good practice guidelines for internal complaint processesAustralia Human Rights Commission
Contractor management

Action being taken by AMEC:

  • AMEC, through Parabellum International, is developing a range of ‘Explorer Resources’ under the WHS Peak Body Grant Program. Mine Safety Management Systems (MSMS) under r622 of the WHS (Mines) Regulations require all exploration and mining operations to develop and maintain a MSMS including health and safety policies, of which sexual harassment risk assessment, policies, response and gap analyses will be core. The MSMS requires control measures detailing the management of contractors and how they will adopt the Mine’s MSMS, or integrate their own MSMS with the mine’s.
  • Through AMEC’s Resources Hub, sharing best-practice ideas including briefings and training initiatives to improve culture for all workers, including contractors and direct employees.

Action being taken by AMEC Member Companies:

  • Reviews of induction processes for contractors, and updated to include Safe and Respectful behaviours, and bystander awareness.
  • Sexual harassment policies and standards of the mine operator, included in induction packs for contractors travelling to site.
  • Some companies have undertaken surveys to understand employee and contractor behaviours, psychosocial hazards and workplace insights, followed by comprehensive campaigns to set expectations.
  • Completion of psychosocial harm audits across operational sites, leading to the development of improvement plans, and awareness materials for leaders and workers.
  • Some companies have shift changeover meetings now including employees and contractors, with a focus on culture, standards, expectations of behaviour, with direct reference to what sexual harassment is, how to report it and the importance of reporting.
  • Annual survey of workforce including contractors, with a debrief on the findings from the survey to the entire workforce.
  • Mandatory sexual harassment awareness workshops for all employees and contractors, to be completed within three months of commencing employment.
  • Updated Mine Safety Management System to record, monitor and report on inappropriate workplace behaviours.
  • Contractual requirements to report psychosocial harm to the mine operator within a specific timeframe, for service providers.
  • Contractors participate in mandatory monthly toolbox meetings, at site or head office, with a different topic each month, recorded on the worker’s training profile.
  • Revised supplier pre-qualification process.
  • ‘Above and below the line’ training shared with all construction contractors.
  • Inductions updated to specifically address sexual harassment and bullying for all employees travelling to site.
  • Increased alignment between physical and psychosocial safety.
  • Creating of a set of demographics and behavioural questions to help monitor workforce trends.
Culture

Action being taken by AMEC:

  • AMEC’s Respect@Work Working Group invited all our WA-based producing members to participate, communicate, and develop best-practice initiatives and resources to shared on the AMEC Resources Hub, that all companies can consider implementing if suitable to their own operations.
  • AMEC’s explorer resources will include sexual harassment risk assessments and / or checklists, providing considerations for mineral explorers and other mining and associate companies with non-owned FIFO accommodation facilities.
  • AMEC has been and will continue facilitating conversations and introductions between companies and service providers, to address psychosocial hazards in the workplace.

Action being taken by AMEC Member Companies:

  • Sexual harassment risk assessments and audits have been conducted at site, to identify gaps and higher risk areas.
  • Safety culture surveys with direct questions about harassment.
  • The proactive use of Employee Assistance Programs (EAP) in undertaking risk and psychosocial hazard assessments; in addition to increased access to EAP for workers.
  • Desktop analyses of employee experience data to identify potential prevalence and risk of bullying, harassment, discrimination and disrespectful behaviours, with a final report leading to targeted actions to drive change.
  • Formation of Respect Focus Groups to further understand the main themes arising from analysis.
  • IGO established a multi-disciplinary Sexual Harassment Working Group to supplement resources dedicated to addressing and/or eliminating sexual harassment, ensuring a wide range of opinions and perspectives are considered, across the business.
  • IGO developing a new standalone sexual harassment procedure, to specifically outline inappropriate workplace conduct, legislation, internal processes for reporting, investigation, and potential outcomes.
Physical and psychosocial safety considerations

Action being taken by AMEC:

  • AMEC’s Resources Hub will share physical safety considerations and initiatives undertaken by member companies.
  • AMEC’s explorer resources will include a sexual harassment risk assessment gap analysis for explorers, also relevant to mining operations.
  • AMEC will support members in implementing risk-based controls and measures, with risk management techniques commensurate to the risk posed. Companies should have the flexibility to meet security expectations, suitable and relevant to their operation.
  • AMEC, through MAPAC, will work with Government, employer groups and the broader Industry to develop an accommodation facility Code of Practice.

Action being taken by AMEC Member Companies:

  • Psychosocial hazard risk assessment built into risk assessment process, with a focus on new exploration projects and areas, including non-owned accommodation facilities.
  • Following sexual harassment risk assessments and audits, the following upgrades have been facilitated:
    • Security upgrades including the replacement of locks on accommodation doors, improved lighting, increased security and CCTV, identifying suitable areas for long-dated recording capability, and increased emergency communication infrastructure in areas identified as higher risk.
  • Construction of new FIFO accommodation facilities can include single person rooms and ensuites, no centrally located wet mess, and female only areas.
  • Establishment of risk registers relating to psychosocial harm factors.
  • Gender safety audits across owner-operator sites including physical work environment risk and safety assessment, focus group sessions for all female employees, workforce-wide employee engagement surveys with a final report presented to the Board.
  • Review of general camp facilities, including women’s only gym, and dining and recreation areas.
  • Conducted female focus groups at operations to better understand the needs of females on remote sites, leading to actions for improvement.
  • Use of mobile CCTV units.
  • Revised camp rules, room policy.
  • Revised room booking and allocation system.
  • Revamped village security via capability, processes, and uniforms.
  • Development of security hotlines.

Useful resources for consideration:

  1. Roy HillFitness for Work Procedure

WHS Legislation (WA)

Useful resources for consideration:

  1. Overview of mine safety management system code of practice – Information Sheet – WorkSafe Mines Safety
  2. Content of mine safety management system – Information Sheet – WorkSafe Mines Safety
  3. Mine Safety Management System – Code of Practice – WorkSafe Mines Safety
  4. AMEC and CME Mine Safety Management System (MSMS) Workshop Video – 19 July 2022
  5. AMEC and CME PCBUs and Officers Under the WHS Act Workshop Video – 11 August 2022
Building Diverse Workforces – member initiatives

Action being taken by AMEC:

  • AMEC is continuing to implement our Diversity and Inclusion action plan, focused on securing greater diversity and female representation in operational, leadership and executive management and Board roles.
  • AMEC’s Resources Hub is sharing company initiatives, including Mineral Resources Limited’s ‘Inspire’ program, Gold Road’s ‘Care’ program, and IGO’s work to meet leadership targets.
  • AMEC had developed a series of forums seeking to address challenges facing women in our industry, and build support for greater diversity in the sector.
  • AMEC is advocating for a refresh of 2018 WA STEM Strategy with a 5-year review to promote greater diversity in mining and exploration, from school entrants.
  • AMEC has and will continue advocating to WorkSafe (Mines Safety) to collect more accurate gender diversity data, by role and location, to gain an accurate understanding of the leadership and supervisory positions held by women, onsite – July 2021 AMEC survey indicated 5%.
  • AMEC supports developing women in industry via scholarships in leadership programs including the Women in Mining Network and Carnaby.
  • AMEC has introduced two new diversity and inclusion award categories to AMEC’s annual awards program in recognition of the need to encourage and celebrate diversity across industry.

Action being taken by AMEC Member Companies:

  • Atlas Iron has increased the diversity, including race, gender, age, work experience, thinking style of their workforce through recruitment processes.
  • Integration with the community in which the mine operates to promote diversity and inclusion.
  • MRL – Inaugural Inspire Program launched – 6-month program to develop frontline supervisors and to bring other women on the journey to develop into leadership positions.
  • Fortescue Metals Group has a similar ‘Inspire’ program.
  • Gold Road has the ‘Care’ program.
  • IGO’s ‘Culturing Program’ has focused on increasing the representation and sponsorship of females across the business.
  • In FY22 17% of IGO’s promotions were females, as part of a strategy to change the gender balance and provide greater levels of female representation in decision-making roles.
  • Members are increasing reporting by creating more diversity in on-site leadership roles.
  • Statutory Supervisor training programs being developed with specific coverage of psychosocial risk management.

Useful resources and initiatives for consideration:

  1. Mineral Resources LimitedInspire Program – Six-month program bringing together frontline leaders from across operations, and supporting them to develop their pillars of success, personal brand, relationships and performance. The program is part of MRL’s approach to increase female participation and elevate more women into senior levels, arming them with the knowledge and tools to drive their career success, while inspiring them to achieve their leadership aspirations.
  2. Gold Road Resources – CARE (Career Track for Women, Advancement, Resilience, Engagement) Program – Aims to empower women to take control of their own career direction, by building individual confidence and capability through developing participants’ knowledge, tools and strategies to review their career to date, define career aspirations, set goals, develop a career trajectory, and build career resilience to navigate the future.  The program features team workshops, guest presenters, individual coaching, individual assessment diagnostics and profiling, and post-program follow-up.
  3. Women in Mining and Resources WAWIMWA Mentoring Program
  4. Women & Leadership AustraliaLeadership development courses and scholarships for women in mining and resources.
Training

Action being taken by AMEC:

  • AMEC supports quality training, whether it is developed in-house or not, acknowledging the maturity of training available and in use.
  • AMEC is working with other industry associations to develop a standard training template, available to industry.
  • Sexual harassment and sexual assault training should be provided to all industry members, with flexibility of the mine operator to select a trainer, suitable to the nature and location of the project.
  • AMEC’s Resources Hub will feature a range of training modules, courses and providers our members are currently using.
  • AMEC supports the use of specialist training for responders to incidents, and investigators of allegations, via fit-for-purpose training.
  • Through the WA Government’s Mental Awareness, Respect and Safety (MARS) initiatives, AMEC is contributing to the development of training resources available to industry.

Action being taken by AMEC Member Companies:

  • Many members have updated their education and awareness programs, on-site and in head offices, to provide a consistent understanding of what constitutes sexual harassment, what to report, who to report it to, and how reports can be made.
  • Updating reporting frameworks and education processes to include workplace examples and raise awareness, clarifying definitions, utilising SafeWork Australia resources and the Sexual Assault Resource Centre (SARC).
  • The use of regular ‘toolbox’ meetings onsite and in head offices with a focus on harassment and bystanders as a topic, safety culture surveys with direct questions about harassment.
  • CEO attendance at every new employee induction.
  • Review of below the line behaviours (incidents) in weekly business performance meeting.
  • Training and development of supervisors and front-line managers to prevent, manage and address sexual harassment risks, reports and incidents has increased, as well as training on unacceptable behaviours including bullying and harassment.
  • Training of Health and Safety Representatives to lead discussions on psychosocial hazards and Respect@Work within the workforce.
  • Increased frontline HSE and HR interactions with workers.
  • HR training for all people leaders, including reporting and responding to incidents, how to manage difficult situations, and general best practice people management.
  • Mental Health First Aid Training for leaders and all employees at some companies, with some sites receiving mental health first aid gold accreditation.
  • Introduction of unconscious bias training.
  • Updated training for Equal Employment Opportunity contact officers within the business, available as protected persons within the company to support employees with EEO queries or support.
  • Leadership development program for onsite leaders, to reinforce, embed and enable people in meeting values and behavioural expectations.
  • Peer support training revised to include sexual harassment and sexual assault modules.
  • Communication with insight, and behaviour training modules.
  • Set up consistent training schedules and registers for greater record-keeping.
  • Training modules on conflict resolution and having difficult conversations.
  • Mental health initiatives to create mentally healthy workplaces, including R U OK Day campaign, with presentations across all operational sites by chosen Mental Health Advocate,
  • R U Okay Day pre-start presentations.
  • Mental health awareness presentations.

Training Providers some AMEC members use – link to table of training providers used by some of AMEC’s member companies

  1. Northern Star ResourcesSexual Harassment Training for Leaders
  2. Northern Star ResourcesSexual Harassment Training for Employees