We value an inclusive workplace where every employee and contractor can feel connected, valued and respected. This environment also provides an opportunity where people can freely share their concerns and ideas.
Work is considered well-designed when potential causes of harm have been identified, and the work has been planned to reliably deliver safe outcomes. This is based on assessing the workplace, tools and equipment, processes and people, and ensuring that critical controls are designed before the work is scheduled. These controls must be verified as being in place and effective, before work commences.
Our safety risk management is supported through robust processes and internal standards. We use our risk management framework to proactively identify and manage safety risk, allowing effective controls to be in place. In conjunction with our Leadership Capability Program, this provides our people with the necessary systems and skills to care for themselves and others.
Safety training is regularly completed by our people and is based on the work to be undertaken or identified knowledge gaps. An example is in hazard identification; risks cannot be managed if the hazards they pose have not first been identified. An updated hazard identification training program has been introduced, focusing on a practical approach to identifying all hazards.
We coach and support our people to ensure that they have the right skills and capabilities to design, perform and direct work safely. Our Leadership Capability Program, which commenced in FY17 in our African operations and was introduced to our Australian operations this year, is an investment in our leaders to ensure they have the right skills and capabilities to lead safety improvement across our business. Each leader is assessed across a broad range of criteria, with individual development opportunities identified and development plans agreed with both employees and their managers. To date, over 1,000 leaders have participated in the program across the Company.
Each leader has undertaken:
■ An individual critical experience discussion
■ A psychometric assessment focused on personal sources of motivation, preferences and cognitive abilities
■ A discussion with an organisational psychologist to provide deeper insight into their psychometric results
■ A feedback session involving a Leadership Capability Program representative and their direct leader. Key development needs are summarised for each leader and incorporated into their annual performance development plan
We trialled two technological solutions to improve the safety and performance of our underground activities.Read More
The most important thing we can do is make sure that everyone goes home safe and well at the end of every shift.Read More