Yahoo Finance 6 key takeaways from ‘disturbing’ Rio Tinto report
Rio Tinto (ASX: RIO) has been making headlines this morning for all the wrong reasons after releasing the findings of an external review of its workplace culture.
Here are the key takeaways.
1. The review was carried out by a highly respected expert
The former Australian sex discrimination commissioner, Elizabeth Broderick, carried out the review of the company.
Broderick is an Australian lawyer who served as the commissioner for eight years, between 2007 and 2015.
She has also been the United Nations special rapporteur for discrimination against women and girls since 2017.
2. ‘Disturbing’ findings
Broderick identified disturbing findings of bullying, sexual harassment, racism and other forms of discrimination throughout the company.
Here are the main takeaways from interviews with more than 10,000 employees:
Bullying and sexism are systemic across Rio Tinto worksites, with almost half of the people experiencing bullying
28.2 per cent of women and 6.7 per cent of men have experienced sexual harassment at work
21 women reported actual or attempted rape or sexual assault
Racism is common across a number of areas, with the survey indicating people working in a country different to their birth experienced high rates of racism, and that 39.8 per cent of men and 31.8 per cent of women who identify as Aboriginal or Torres Strait Islander in Australia experienced racism.
3. The study took 8 months
Rio Tinto’s Everyday Respect task force launched the inquiry in March 2021 to “better understand, prevent and respond to harmful behaviours in the workplace”.
The eight-month study saw more than 10,000 people share their experiences, views and insights via an online survey, as well as through more than 100 group listening sessions, 85 confidential individual listening sessions and close to 140 individual written submissions.
4. 26 recommendations have been made
The report concluded with 26 recommendations for the mining giant to implement.
Rio Tinto said to implement all of them, it would focus on three key areas:
A commitment from the company’s leadership to create safe, respectful and inclusive working environments to prevent harmful behaviours and better support people in vulnerable situations. This includes increasing diversity within the company.
Ensuring the company’s camp and village facilities are safe and inclusive. This includes making sure the company is applying the same safety and risk processes that it uses to prevent harm in operations to create a safe environment for all employees and contractors.
Making it as easy and as safe as possible for all people to call out unacceptable behaviours, highlight issues when they happen and receive support. This includes introducing early-intervention options and improving how the company responds to formal complaints in the workplace.
5. Leadership response
Rio Tinto CEO Jakob Stausholm said the findings of the report were “deeply disturbing” and should be to everyone who read them.
“I offer my heartfelt apology to every team member, past or present, who has suffered as a result of these behaviours. This is not the kind of company we want to be,” he said.
“I feel shame and enormous regret to have learned the extent to which bullying, sexual harassment and racism are happening at Rio Tinto.”
6. ‘Strong desire’ for change
Elizabeth Broderick said the report was not a reason for reduced confidence in Rio Tinto.
“By proactively commissioning this study, one of the largest of its kind within the resources industry, it demonstrates a very clear commitment to increased transparency, accountability and action,” she said.
“The high levels of confidence among employees that a significant impact can be made in the next two years are an encouraging sign that change can happen.”
Broderick said her interactions with the leadership team determined that there was a clear willingness to aim for better.
“I have observed a strong desire for transformational change, as well as to make positive contributions to the societal shifts that we need to see,” she said.
“There is clear recognition, however, that new approaches are needed to solve these issues.”
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