2022 Activities Report

AREEA ACTIVITIES REPORT 2022

BOARD

AREEA’s

A

Q UINN

AREEA P RE si DE nt

Resources and energy exports continue to set new records, forecast to reach $419 billion in 2022-23. Direct employment in the industry is also at unprecedented highs, reaching more than 295,000 in May.

Further, an estimated $504 billion worth of major resources and energy projects resides in Australia’s future investment pipeline, with those advanced in planning offering another 100,000 potential jobs.

these figures are just an indication of the ongoing resilience of our great industry. one which is powering through global economic and geopolitical uncertainty and a domestic environment battling the worst skills shortages in a generation.

the amazing progress and success of Australia’s resources industry is made even more possible by the support of its national employer association which, after 104 years under its previous name, now has a fresh new brand.

While all are proud of its foundation within Australia’s fast-developing onshore mining industry way back in 1918, there has been a growing need for the Association’s name to reflects the breadth and diversity of its national membership.

‘Australian Resources and Energy Employer Association’ fits the bill perfectly.

today, AREEA’s membership spans every sub-sector of the industry, including mining, oil and gas, exploration, construction, blasting, maritime, smelting and refining, transport, facilities management, and renewables.

the response from AREEA members to the rebrand in May this year has been extremely positive. not only does the new brand reflect how people have understood the Association for years now, but the logo also pays homage to its past.

As President it’s been very pleasing to see the AREEA team use this opportunity to build upon the value delivered to members.

this includes through expanding capabilities and new initiatives across people and culture, mental health, diversity and inclusion, respect at work and more.

Just as important, however, are the things about AREEA that remain consistent and have remained consistent throughout the course of the Association’s long history.

Most notably, the expert support and advice that AREEA’s advisory team and other professionals provide to members across all areas of workplace and employee relations.

such support has been in high demand across 2022, with resources and energy industry employers seeking assistance with an array of industrial relations strategy, operational and compliance matters, as well as analysis and communication on legislative and regulatory change.

Another longstanding area of value is that of AREEA’s effectiveness at representing the interests of its members and the industry to all levels of government.

With a change in federal government leading to uncertainty and change in the regulatory environment, AREEA’s advocacy will remain active, putting forward evidence-based recommendations to ensure resources and energy employers have influential input at every level of policy decision making.

in summary, whatever challenges surfaced and rose to prominence across the past 12 months, AREEA has been at the forefront of effecting solutions and leading the way for resources and energy employers.

on behalf of the AREEA board, i thank all the Association’s members for their ongoing support and engagement.

this enables AREEA to continue delivering exceptional value to members, expand and grow its expertise and representation, and continue its mission to ensure Australia’s resources and energy industry is an attractive place to invest, employ and create a brighter future for all Australians.

In the face of serious operational and labour challenges, 2022 has seen Australia’s resources and energy employers once again deliver exceptional value to our nation’s economy and communities.

S TEVE K NOTT AM

AREEA c hi EF Ex E cuti VE

over the past year, Australia’s resources and energy employers have sought to put pandemic-related disruption behind them and return to pre-coViD operating practices as effectively as possible.

yet while the days of lockdowns, quarantines and public health orders are seemingly a thing of the past, AREEA’s members have battled this year through a raft of new workforce challenges, some more easily addressed than others.

the most problematic issue of 2022, according to many AREEA members executives, is undoubtedly labour supply.

crippling skills shortages have and continue to challenge both existing operations and planning for new project development. turnover of staff is amongst the highest it’s ever been as employers fight to attract and retain skilled people.

this is not an issue confined to the resources industry – almost every sector of the Australian economy is feeling the pinch of a national labour market with a near-50-year low in unemployment.

in this environment AREEA continues

to support members across multiple workforce issues and needs.

While addressing labour shortages will be a long-term, incremental process, AREEA has been active in communicating the situation to all levels of government, including recommending solutions to well-known problems across VEt, training outcomes, labour mobility and skilled migration.

We have also launched a new member initiative in 2022, the Resources and Energy Remuneration and Workforce insights survey.

Delivered in partnership with bDo Remsmart, this industry-first workforce benchmarking platform is helping members better understand and manage industry practices on issues like pay rates, staff turnover, training incentives, rosters and so forth.

AREEA is also working hard with members on initiatives seeking to promote the resources and energy industry as an attractive, future-focused industry where new generations of skilled people can enjoy secure, well-paid careers and be actively involved in innovation and new

energy technology development.

this ranges from grassroots programs like AREEA’s bright Future stEM Primary schools Program - which reached more than 4000 schoolkids in 2022 with inspiring role models and hands-on activities – through to the campaigns, practical employer resources and initiatives guided by AREEA’s various Advisory boards.

to help keep our existing talent engaged and retained within our industry, AREEA’s work with members on new mental health and wellbeing tools and initiatives has also ramped up this year. this includes the launch of a unique assessment tool to help employers benchmark and build upon their workplace actions and strategies.

Another focus for the resources and energy sector in 2022, and one that is also critical to the industry’s community standing and sustainability, is stamping out workplace sexual harassment and addressing other related work culture issues.

While confronting, the collaborative approach across the sector to

In our 104-year history AREEA’s membership, engagement, community and industry representative activities have never been stronger.

CEO'S

MESSAGE

address this challenge head-on and eradicate such behaviours has been encouraging.

AREEA has been at the forefront of this movement. this has included facilitating the national industry taskforce on Workplace sexual harassment throughout 2022, leading to campaigns and practical initiatives delivered to resources and energy employers to actively assist in positive and sustainable changes.

our specialist Workplace Relations Advisory services team has also delivered value at individual member worksites, having led independent investigations into incidents and complaints, managed disciplinary proceedings and delivered proactive services including appropriate workplace behaviour training and inclusive safety audits of facilities, policies, procedures and internal capability.

AREEA’s Advisory services extend well beyond matters of culture and hR capability. More traditional strengths across enterprise bargaining, project iR strategy, payroll auditing, member secondments and day-to-day support

have been in exceptionally high demand across 2022 as employers evaluate and reset their iR strategies and tidy up compliance.

Another driver of uncertainty is the change in federal government that sees a raft of workplace relations legislative and regulatory change on the horizon. this includes the prospect of multiemployer and industry bargaining, something our industry moved away from decades ago, and new restrictions and regulation on perfectly legitimate contracting and labour hire arrangements.

While there remains some way to go on many of the new government’s policy priorities, AREEA’s members can be assured they are being represented assiduously by their industrial relations specialist organisation at the highest levels of government.

this includes through AREEA’s statutorily appointed role on the national Workplace Relations consultative committee and various other forums and bodies including the council of industrial legislation, Australian chamber of commerce and industry,

and much more.

We also continue to provide a prominent voice - shouting from the rooftops where required - about the economic contribution of the sector as well as its strong medium and long-term sustainability and growth prospects.

this includes through AREEA’s annual Workforce Forecasting reports, which maps out five-year workforce demand through new and expansion major projects.

At a time when Australia faces significant economic and fiscal challenges including national debt nearing one trillion dollars, this work further reinforces the enormous role continued resources and energy project investment will play in maintaining our country’s world-leading living standards.

Also paramount is AREEA’s passion to make Australia an attractive place to invest, employ people and do business in our resources and energy sector.

collectively, as an industry, our combined efforts help support a brighter future for all Australians.

IN f LUENCE

It may be said that informed and dependable information and advice is most important during times of transition and change.

The demand for AREEA’s expertise and influence has seen this especially ring true in 2022, as Australia elected a new federal government and employers more generally faced uncertainty and change in the workplace policy and regulatory environment.

AREEA’s role as the national ‘people specialist’ representative voice for the resources and energy industry placed it in a critical position to ensure members’ views were heard and considered amid constant debate around the future of Australian workplace and industrial relations.

Just as important for members was ensuring a constant flow of analysis and information was being sent their way. Numerous policy guides, briefings, webinars, news articles and commentary were published exclusively for AREEA members throughout 2022, helping decipher and understand the real operational risks of regulatory shifts.

With a new political landscape emerging in the second half of the year, AREEA has quickly set to work applying industry-leading expertise in ways that not only ensured members had unrivalled insights into key areas of risk, but also to ensure new decision-makers in Canberra understood the interests, and complexities, of the industry.

AREEA’s outcome-focused efforts and openness to collaborating with new government figures and a multitude of key stakeholders proved fruitful, and the Association continues to be front and centre in discussions and initiatives as an unwavering advocate for the resources and energy industry.

W ORKPLACE P OLICY & A DVOCACY

An IR systEm to suppoRt REsouRcEs pRospERIty

As a constant voice of reason for an industrial relations system that would support and promote industry growth, employment and national prosperity, AREEA chief Executive steve knott AM set the tone early in 2022 for a year of iR advocacy.

in a widely publicised March address to the brisbane club, Mr knott laid out the Association’s vision for industrial relations reform, appealing to the incoming government, regardless of the election outcome, to embrace highly considered solutions to well-evidenced and widely accepted problems.

Meticulously detailed in the address, AREEA’s vision proposes to reverse the

inertia of successive governments through a number of modest yet cumulatively effective reforms. these reforms included:

• Replacing the Industrial Awards system with an expanded national Employment standards (nEs), thereby drastically reducing the number of minimum wage terms and conditions and standardising minimum working conditions for non-wage related employment matters.

• Removing outdated requirements for employers to record and verify the working hours and break times of all salaried employees.

• Reforming Adverse Action provisions to eliminate protracted, onerous and financially unfair outcomes whereby

the onus of proof is on the defendant and compensation is uncapped.

• Facilitating “Major Project Greenfields Agreements” to allow major resources and energy projects to utilise employment terms of up to eight years, better accommodating construction timelines and reducing the threat of industrial disruption midway through project completion.

• Rejuvenating the enterprise bargaining system with modest yet effective changes, such as including a more common-sense approach to the “genuinely agreed” requirement and the “better off overall test”; dealing with restrictive anti-employment features such as the “transfer of business” provisions;

and removing unions’ default representative status for enterprise bargaining in workplaces where they have as little as one member.

• Allowing employees earning above a high-income threshold to voluntarily remove themselves from the Fair Work system and enter direct, individual employment agreements with employers which free all parties in high value contracts from employment framework red tape.

As always with AREEA’s policy position, the above principles again generated significant debate throughout 2022 and position AREEA and the resources and energy industry as ‘big picture’ thought leaders in the critically important workplace policy space.

N EW EMPLOYMENT CHARTER

In April, AREEA updated its Employment Charter, reflecting its ongoing commitment to resource and energy employers’ evolving needs and advancing best practice in employee relations, workplace culture and people management.

Developed in consultation with the AREEA Board Reference Group, the Charter outlines both employers and employees’ responsibilities and obligations to work cooperatively, respectfully and safely towards common goals.

It states employees are entitled to work environments with effective health and safety standards, be free from harassment and discrimination, have access to means for internal review of

individual concerns or complaints, and not join a union or join a union with the legal capacity to represent their industrial interests.

Equally, employers must provide fair remuneration and conditions that reflect community and industry standards, ensure employees understand work requirements and receive timely information on their performance, and work honestly and fairly with employees and promote shared business direction and performance.

The Charter also reiterates the roles and responsibilities of Australia’s lawmakers and regulators in providing an effective and equitable industrial relations framework.

H IGH I MPACT C ORRESPONDENCE

AREEA continued to deliver high impact correspondence on behalf of its members, drawing the attention of the highest levels of government to resources and energy sector priorities. Key examples in 2022 included:

pRE ElEctIon AdvocAcy to thE Alp lEAdERshIp

As the 2022 Federal Election approached and conversations around IR policies evolved, Steve Knott AM penned correspondence to then Leader of the Opposition The Hon. Anthony Albanese MP and Shadow Minister for Industrial Relations The Hon. Tony Burke MP seeking commitment and clarification on industrial relations reforms, outlining AREEA’s vision for reforms, and expressing openness to further collaboration.

Specifically, Mr Knott sought commitment from the ALP in two critical areas:

• The creation of Project Life Greenfields Agreements to offer significant industrial certainty to proponents of new major resources and energy projects; and

• The need for enterprise agreement reform that will see it once again become attractive at the enterprise level.

This advocacy continues the work of AREEA’s CEO and policy team in the 2020 Morrison Government-led IR working groups, in which both the above reform priorities were centre

stage and during which AREEA progressed towards some important consensus with trade union representatives.

post-ElEctIon clARIty sought fRom Actu

As the Albanese Government prepared to introduce its first tranche of industrial relations reforms early in its parliamentary term, AREEA CEO Steve Knott AM wrote to the Australian Council of Trade Unions (ACTU) seeking clarity on its position in relation to various contentious changes that may impact the resources and energy industry.

Addressed to ACTU President Michele O’Neil, AREEA's letter covered several areas targeted for reform that have been vocally supported by the ACTU, including multi-employer or industry bargaining, terminating of agreements and ‘Same Job, Same Pay’ for labour hire employment.

Reflecting the public interest in the Government's planned IR changes, The Australian covered AREEA's correspondence in an exclusive, front-page news story on 19 September 2022.

As per abovementioned initiatives, the impact of AREEA’s policy work was national and dominant, driving conversations, fuelling debate and pushing back on political forces seeking regulatory changes adverse to the interests of the industry and the nation broadly.

G UIDING MEMBERS THROUGH CHANGE AND UNCERTAINTY

A longstanding historic benefit of being an AREEA member is not only its proactive advocacy, but having expert analysis and guidance on hand to calm the waters and provide much needed clarity and perspective.

and reinvigorate bargaining; and create safe, fair, productive and gender equitable workplaces.

As the 2022 election campaign intensified, it quickly became apparent that industrial relations reform would be a key political battleground, contrary to many expectations. AREEA’s policy and advisory teams demonstrated their responsiveness with the publication of the 2022 Federal Election: industrial Relations and other Employment Policies Member Guide - assuaging and informing members amongst mounting concern within the employer community.

the guide was prepared to assist AREEA members in understanding the key workplace policy issues at stake, including context and developments from the previous 46th Parliamentary term, an overview of the known policies and positions of the major parties (and certain minor parties), and analysis of the impacts key policies may have on the resources and energy industry.

AREEA’s submission reinforced its vision for more effective and productive workplace regulation. this included reiterating the value of the modest changes proposed by the ‘enterprise agreement making’ working group under the previous government’s 2020 iR Working Groups initiative, as well as emphasising the necessity of reforming Greenfields agreements, the Awards system and facilitating high-paid employment contracts.

AREEA also encouraged the government to work closely with employer representatives like AREEA to create safer, fairer and more gender equitable workplaces, noting the significant positive impacts of several industry initiatives led by AREEA.

Following the theme of strong lines of communication between the Albanese Government and AREEA, the Association also submitted a post-Jobs summit response on iR reforms of interest, and continued to be engaged in a number of ministerial and federal department-driven roundtables and direct, private consultations.

shortly after the Australian labor Party (AlP) formed government in May, AREEA published and circulated a guide for members expanding on the pre-election Member Guide by outlining the AlP's industrial relations policies and how they might develop.

While the AlP seemingly approached the 2022 Federal Election with a more limited and moderate set of industrial relations (iR) policies than the previous election, as they communicated these policies further, first as opposition and then as government, their rhetoric and framing caused significant concern for resources and energy employers.

this concern was exacerbated by the AlP grounding their policies in a contestable narrative they had built whilst in opposition – that ‘insecure work’ is an escalating problem in Australia.

the guide comprehensively outlined the AlP’s policies, their background, how they may look in practice, and AREEA’s position on each.

to assist the Albanese Government in its preparations for the Jobs and skills summit, AREEA was invited to provide input on how to strengthen social dialogue and tripartism; increase productivity, promote sustainable wages growth

The Albanese Government’s Industrial

| 2022

mEmbER guIdE to thE 2022 fEdERAl ElEctIon (pRE ElEctIon guIdE)

mEmbER guIdE to AlbAnEsE govERnm polIcIEs (post-ElEctIon guIdE)

thE IndustRy’s voIcE to thE 47th pARlIAmEnt of AustRAlIA

MEMBER GUIDE

2022 FEDERAL ELECTION INDUSTRIAL RELATIONS AND OTHER EMPLOYMENT POLICIES

S KILLS AND L ABOUR S UPPLY

InfluEncIng skIlls outcomEs

With the Australian resources and energy industry now directly employing more than 260,000 workers and responsible for 1.2 million jobs indirectly, there are concerns over what a forecasted continuation of employment growth will mean for the industry.

if the industry sees growth of approximately 8% by 2027, as is forecasted by AREEA’s Resource and Energy Workforce Forecast: 2022 – 2027, there is no escaping it will add to the significant skills and labour supply pressures currently being experienced across all sectors of AREEA’s membership.

that has been the critical message AREEA has been championing in its proactive drive to build a strong, results-focused relationship with the new Albanese government, particularly the Minister for Employment and Workplace Relations and Minister for skills and training.

Reflecting the success of these efforts, AREEA was specifically invited by the Department of Employment and Workplace Relations to make a submission in response to a Jobs and skills summit consultation paper.

Following the summit, the Federal Government made the important first-step of increasing the number of permanent visas available in 2022-23 from 160,000 to 195,000 places.

Alongside other measures, including the $36 million investment into clearing the visa backlog, the Government’s action in this space is likely to offer some relief to AREEA members experiencing delays and frustrations with the system.

AREEA welcomed these decisions but continued to work directly with government to address issues specific to the resources and energy industry. these include:

• Removing the differential between short and long term temporary skilled migrants and restoring access with pathways to permanency for all skilled occupations.

• Reducing the cost by halving the training levy and improving the refund policy.

• Speeding up processing times by reducing complexity and regulation,

and removing overlapping prioritisation which slows down processing for all those except applications favoured by being at the top of the lists.

REsouRcEs And EnERgy woRkfoRcE foREcAst 2022-2027

the Resources and Energy Workforce

Forecast: 2022 – 2027 report, published in July, is the third edition of AREEA’s comprehensive report into the workforce and skills demands of mining, oil and gas projects in Australia’s development pipeline.

the forecast is designed to assist employers navigate present and future

skills challenges by enhancing the information at hand to analyse and understand labour market trends.

this year’s report shows 107 major resources and energy projects are at an advanced stage in the investment pipeline and due to enter production between the second half of 2022 and end of 2027. Worth roughly $130 billion in capital value, these projects are expected to create an additional 24,000 production-based roles within the forecasting period – a growth of approximately 8%.

the state-by-state analysis reveals mining projects will require 20,365 new workers, with 15,000 of those jobs needed by the end of 2024.

operating according to a slightly delayed timeline, new oil and gas projects are forecast to require 3635 new workers by the end of 2027, with 3200 new workers in the final two years alone.

of particular interest is the growth forecasted for the critical minerals sector – a priority area for government and industry – with a mixture of lithium, graphite, manganese, zircon, vanadium and rare earths set to create 19 projects and require over 2500 workers by 2025.

the report reinforces the enormous role resources and energy projects investment will play in maintaining our country’s world-leading living standards and ongoing prosperity.

An exclusive publication for AREEA’s members, the Resources and Energy Workforce Forecast series is available in full for members to download within the AREEA website Member Portal.

2022 once again saw AREEA receive significant media coverage across a variety of themes and topics, effectively driving home the industry messaging and regulatory views AREEA has advocated for on behalf of members. industrial relations, skills and labour shortages, workplace sexual harassment and AREEA’s bright stEM Program were the strongest media themes of the year.

Pattern to ACTU work bargain

Employers have every right to seek urgent clarification from the federal government and Actu on the details of proposed reforms to the nation’s industrial relations laws following the Jobs and skills summit.

AFR, September 20, 2022

‘Worst skills crisis in a generation': Mining industry will need 24,000 new workers by 2027

Ever since the pandemic took off, the mining industry has been busy pilfering talent from every corner of the country – adding some 66,000 workers to its frontline, an astonishing growth rate in its workforce of nearly 30%.

The Australian, 22 July 2022

Supply strikes to cripple us: mining and energy employers

Mining and energy employers want unions subject to a new public interest test before they can legally strike across companies, warning Labor’s proposed multiemployer bargaining regime could expose them to crippling industrial action throughout the supply chain.

An election devoid of workplace ideas

the coalition has no positive policies, while labor and the unions use a fake casualisation campaign as cover for divisive tactics, says AREEA cEo

AFR, March 31 2022

Resources jobs boom coming to the Hunter Valley

A new report released this morning points to a jobs boom in the Hunter Valley over the new six years.

98.1 Power FM, 22 July 2022

Long list of high-paying indemand jobs in energy sector

Energy operators have a workplace problem — and it has nothing to do with award rates, industrial spats or the recent minimum wage increase. As with the broader resources sector, the challenge is finding the right people amid a chronic skills shortage, with anecdotes about $200,000-plus salaries and five-figure sign-on payments the standard fare of crib rooms around the country.

AFR, June 29, 2022

Blueprint to be unveiled for real industrial relations reforms

the head of Australia’s national representative group for resources and energy employers will today unveil a comprehensive blueprint for reforming the country’s failing workplace laws.

Mirage News, 31 March 2022

Warning over WA mine staff shortage

A national resources employer group has warned existing operations across WA's booming but understaffed resources sector could be under threat because of a looming worker shortage. The Australian Resources and Energy Employer Association has estimated WA will need an extra 11,250 resources workers by the end of 2027.

Kalgoorlie Miner, 23 July 2022

Skills crisis coming

A skills crisis is looming with Australia’s resources industry expected to need another 24,000 workers by the end of 2027, according to Australian Resources and Energy Employer Association modelling.

Australia’s Mining Monthly, 22 July 2022

Migration fix urged at job summit

Employers are calling for an urgent ramp-up of skilled migrants as a priority fix at Labor’s jobs summit in September as unions warn that they will fight for more safeguards to ensure temporary visa workers are not exploited.

12 July, 2022

Why is the mining sector struggling to find workers?

industry groups in Australia's mining sector have been warning of a critical worker shortage with up to 24,000 new workers apparently needed over the next five years to uphold new projects across the country.

ABC Upper Hunter, 16 August 2022

STEM studies

Alarm over shortage of workers

A national resources employer group has warned existing operations across WA’s booming but understaffed resources sector could be under threat because of a looming worker shortage.

The West Australian, 27 July, 2022

Cobar Public School students last week participated in a STEM workshop at the school organised by the Australian Resources and Energy Employer Association. Students heard talks by industry role models and participated in different activities exploring Science, Technology, Engineering, Mathematics

Cobar Weekly, 10 August, 2022

Students from across the Hunter Valley participated in the Bright futures STEM program at King Street Public School in Singleton

students from across the hunter Valley have been encouraged to pursue a career in the resources and energy sector as part of the bright Futures stEM program on March 29 and 30.

Muswellbrook Chronicle, April 4 2022

Horror stories of abuse and harassment in WA's mining sector must be the turning point

Australia's richest companies are failing women just as they're trying to recruit more of us.

Women's Agenda, 24 June 2022

socIAl mEdIA InfluEncE

A healthy social media presence in 2022 has helped AREEA deliver information on key policy developments, positive members updates and industry news to a diverse industry-focused audience. AREEA’s twitter and linkedin pages remain an effective and growing platform to promote strategic communications activities.

Resources Employers

Working Hard to Eliminate Harassment

Australia’s resources and energy employers are working vigorously to eliminate sexual harassment from the industry, the Australian Resources and Energy Employer Association (AREEA) has affirmed.

PESA, June 2022

ENGAGEMENT

Change within the Australian resources and energy industry in 2022 has emphasised the importance of a well-informed and well-connected community of interest. Thanks to a suite of tools and services that is more varied than ever before, AREEA is taking an active role in ensuring that community is not only alive and well but delivering real value for members.

As Australia moves into unchartered waters in the skills and workplace relations space, the insights and learnings of AREEA’s expert team have never been more accessible. Through a range of communication and engagement services, the Association is ensuring industry, at all levels, is informed about changes that will affect them.

Webinars, advisory boards, working groups, in-person events, case studies and news updates mean members don’t just have regular opportunities to hear what AREEA’s consultants have to say on key topics, but also have the opportunity to influence conversations by sharing information and experiences on specialist platforms that deliver real outcomes.

In 2022, that two-way information dialogue has ensured members are up-to-date on a variety of topics, including key figures in the new Federal government and the legislative horizon, employment and workforce matters, the latest developments in mental health, and the industry’s always-advancing application of diversity and inclusion. While priorities will evolve and change with time, the platforms and services AREEA has built to communicate and engage with industry in 2022 will continue to be a solid foundation for years to come.

A N IN f ORMED & C ONNECTED N ETWORK

With coViD-19 transitioning from ‘pandemic’ to ‘endemic’ in early 2022, the AREEA team was able to connect in-person more freely with members. however, communications learnings from the past two years were not forgotten, and AREEA continued to deliver online events that open the organisation’s expertise to a wider audience through their increased accessibility.

AREEA’s industry briefing sessions, held in key resources hubs across the country, demonstrated the value of in-person engagement with members and reflected the high demand for expertise in industrial relations. through these events, AREEA has advised and assisted members on a range of topics, including sexual harassment, industrial relations reforms, mental health, managing the ‘return to office’, and ongoing skills and labour supply shortages.

benefiting from the ability to tap into expertise and experience across the industry regardless of physical locations, AREEA’s online events continued to fill an important niche. Particularly in the space of health and

safety and diversity, webinars have provided a platform through which best practice and expertise can be shared in a semi-networking format. in-house expertise has also been enhanced through ‘remote’ services, with the monthly industry Q&A sessions providing members with opportunities to engage with AREEA experts regardless of their location.

AREEA nEws updAtE

AREEA’s fortnightly news updates have continued to be a convenient and reliable method of disseminating critical industry information to members. Delivered to company representatives via e-mail alerts, these updates utilise a range of formats to ensure members understand the who, what, when, where and why of workforce developments. these formats include:

• In-depth case summary analysis of relevant workplace tribunal and court rulings, highlighting the implications for employers.

• Analysis of key policy developments and workplace regulation issues.

• Breaking news on industry, economic and political matters.

• Feedback opportunities for members on key issues and input into areas of AREEA advocacy and representation.

• Announcements and communication of AREEA events and initiatives.

Feedback has reinforced that this communication is highly valued by members.

InsIghts

in october 2022 AREEA launched an exciting new partnership with REMsMARt, a leading remuneration and benefits survey provider, to offer the only remuneration benchmarking platform designed specifically for resources and energy employers.

the Resources and Energy industry Remuneration & Workforce insights survey provides AREEA members with key salary, compensation and benefits data, alongside additional workforce intelligence never-before collected or published.

the Workforce insights portion includes data on labour turnover / attrition, skills issues, rosters, graduate and student placement programs, workplace sexual harassment incidents and reporting and much more.

Delivering on members’ demands for a bespoke industry benchmarking platform that covers all their hot employment and workforce issues, the survey and insights reports will be published twice annually, exclusively for AREEA members.

EmploymEnt snApshot

the Employment snapshot is another popular service in AREEA’s suite of communications. it delivers key workplace relations developments to members at the start of each month through an easily digestible twopage format. this regular snapshot aims to maximise compliance with changing laws and regulations by capturing changes to key legislation and regulations that may impact the industry. topics covered include:

• New Commonwealth and State legislation taking effect.

• Bills introduced or progressing through Parliament.

• Regulatory changes and tribunal / court decisions of significance to your employment practices.

• An employer checklist to help members remain compliant.

spEcIAl IntEREst gRoups

AREEA’s special interest Groups (siGs) provide members with a valuable and secure network for discussion and advice relating to a special area of interest or sub-sector within the Australian resources and energy industry. these private groups allow members to discuss specific industry trends, voice issues, share knowledge and shape AREEA’s policy and lobbying efforts. the siGs cover a range of common sector interests, from hydrocarbons and coal mining to vessel and offshore operations, and offer a level of support and engagement unavailable elsewhere.

lunchtImE wEbInARs

AREEA hosts two streams of lunchtime webinars: the Mental health Matters and Diversity and inclusion series. the lunchtime webinars utilise the inherent value of online functionality –nationwide accessibility – by bringing professionals from around the industry to a platform through which they can share information and best practice.

the Mental health Matters webinars aim to drive information sharing between industry members, research organisations, and government departments in the mental health space. this year, AREEA welcomed speakers from curtin university and the Western

Australian Department of Mines, as well as other industry regulators and experts. the lunchtime webinars aim to promote learning around diversity and inclusion by highlighting the efforts of leading organisations. 2022 saw influential organisations such as Deloitte, the Diversity council Australia and the office of the Women stEM Ambassador join the conversation through these webinars.

the Monthly Workforce Q&A is a service open exclusively to AREEA members which covers pertinent employee and industrial relations topics. the webinars are designed to ensure member are informed on the latest workplace developments and provide for questions and discussions. topics in 2022 included industrial relations developments of the 47th Australian Parliament, Western Australia’s landmark report into workplace sexual harassment and developments around vaccination mandates.

IndustRy bRIEfIngs

throughout 2022, AREEA kept industry professionals informed on workforce issues through its comprehensive industry briefings. in these briefings, AREEA’s teams of skilled workplace relations consultants delivered critical information to members across Australia – including brisbane, Perth, Adelaide and kalgoorlie – to ensure they were approaching new developments with the benefit of specialist insights.

REmunERAtIon And woRkfoRcE

woRkfoRcE

Q&A wEbInARs

DVISORY B OARDS & C OMMITTEES

AREEA members help inform and deliver the Group’s campaigns, programs, engagement and representation activities through a number of advisory boards and committees.

the board Reference Group (bRG),

Diversity and inclusion Advisory board, Resource & Energy Mental health Advisory board, and, launched at the end of 2021, the People & culture Advisory board, develop strategies for their respective areas, contributing invaluable and grounded guidance.

these advisory boards and committees comprise of representatives from member companies, each with specific skill sets and expertise. through this varied membership, these advisory boards offer a multi-commodity, multijurisdiction voice.

the AREEA board Reference Group (bRG) is comprised of senior and experienced workplace relations and human resources practitioners drawn from AREEA members in diverse areas of the resources and energy industry.

the bRG is a significant and longstanding advisory group, informing AREEA’s policy directions, responses to industry threats and taking advantage of opportunities to make the industry a better place to invest and employ.

AREEA bRG members in 2022 comprised representatives of the following member companies:

• Alcoa of Australia

• Anglo American Steelmaking Coal

• Chevron Australia

• Compass Group

• ExxonMobil

• Fluor Australia

• Fortescue Metals Group

• Gold Fields Australia

• INPEX

• Newmont

• Northern Star Resources

• QUBE Logistics

• Santos

• Shell Australia

• Sodexo

• Thiess

• Woodside Energy

The BRG is a significant and longstanding advisory group, informing AREEA’s policy directions, responses to industry threats and taking advantage of opportunities to make the industry a better place to invest and employ.

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the newest addition to AREEA’s Advisory boards, the People & culture Advisory board, guides and advises AREEA’s advocacy and initiatives on the industry’s most pressing workforce and workplace matters.

the People & culture Advisory board comprises of those at the forefront of elevating the priority proactive and response areas that relate to workforces and workplaces, leading to industry outcomes and support delivered by AREEA’s campaigns, programs, engagement and representation activities.

in 2022, the People & culture Advisory board identified several priority focus areas – remuneration, workforce flexibility and planning, workplace culture and leadership, and generational change – and began publishing a series of thought leadership pieces for members.

the Advisory board also provided input and guidance to the Resources and Energy industry Remuneration & Workforce insights survey, which provides participating companies with key salary, compensation and benefits data, alongside additional workforce intelligence never-before collected or published.

AREEA members represented on the People and culture Advisory board include:

• Alcoa of Australia

• Chevron Australia

• Fortescue Metals Group

• Gold Fields Australia

• INPEX

• Monadelphous Group

• Newcrest Mining

• Perenti Group

• St Barbara Limited • Ventia

dIvERsIty And InclusIon AdvIsoRy boARd

the Diversity and inclusion Advisory board comprises senior and experienced human resources and diversity and inclusion practitioners drawn from a broad range of AREEA members.

in 2022 D&i Advisory board members guided AREEA’s programs and policies with relevant updates and insights from within their organisations; assisting in program design and improvement; identifying new priorities; and facilitating engagement amongst the wider resources and energy community.

Diversity and inclusion programs and initiatives delivered in 2022, under the guidance of the D&i Advisory board, include:

• Delivery of AREEA’s Appropriate Workplace behaviours training to member company employees, with a strong focus on discrimination, sexual harassment and inclusive workplace culture.

• Reviewing members’ workplace policies and procedures to ensure best practice in regard to bullying and harassment, psychological safety and disciplinary action.

• Undertaking the AWRA Inclusive safety Audit in member company workplaces to examine the actual and perceived physical and psychological safety of their employees. the audit covers physical safety, confidence, personal safety (including bullying and harassment) and psychological safety.

• Development of policies, projects and campaigns to drive cultural change, education and awareness to drive more diverse, inclusive workplaces free from sexual harassment.

• Supporting and advising on key themes and activities for the bright Future stEM Primary schools Program.

• Input and guidance on AREEA’s policy submissions in the areas of diversity and inclusion.

AREEA members on the Diversity and inclusion Advisory board include:

• Alcoa of Australia

• Anglo American Steelmaking Coal

• Chevron Australia

• ExxonMobil

• Gold Road Resources

• Shell Australia

• Sodexo

• St Barbara

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Founded in 2018 at the strong demand of members, the AREEA Resources and Energy Mental health Advisory board is the only national committee driving a collaborative approach to the industry’s mental health commitment and support initiatives.

the Advisory board comprises a range of experienced professionals both within the resources and energy industry and relevant mental health fields. throughout 2022 the Advisory board supported AREEA’s initiatives through advice and insights into mental health considerations within their organisations and the industry, while guiding the design and delivery of initiatives and support resources for AREEA members.

specific initiatives include the Resources and Energy industry

Workforce and leaders Mental health Research Program and delivering the sector’s first Mental health Maturity Assessment tool.

AREEA members represented on the Mental health Advisory board include:

• Chevron Australia

• ConocoPhillips

• INPEX

• Monadelphous

• Perenti

• Shell Australia

• Sodexo

• St Barbara

• UGL

• Woodside Energy

B RIGHT fUTURE STEM PROGRAM

by almost every measure 2022 was a record-breaking year for AREEA’s bright Future stEM Primary school Program, with the organising team’s enthusiasm and energy helping to bring the Program to more schools and students than ever before.

With the help of industry partners across the country, over 4000 students received a first-hand introduction to the many exciting career opportunities in the resources and energy industry.

the Program introduces 9 – 12-yearold students from across Australia to resources and energy industry ‘role models’ from a range of professions who walk through their own exciting journeys and the stEM skills they use in

their day-to-day work.

connecting their schoolwork with potential future career paths, the students also complete a range of stEM-related activities that reflect the diverse set of skills applied across operations in the industry.

throughout the year, the program:

• Engaged with over 4000 primary school students.

• Visited 56 schools across Victoria, new south Wales, Queensland, Western Australia, south Australia and the northern territory.

• Featured industry role models from over 15 member companies, including Jemena, Deepcore

Drilling, bhP, thiess, Anglo American, conocoPhillips, uGl, cMoc northparkes Mines, howden, Pembroke Resources, csA Mine (Glencore), byrnecut, inPEx, newmont corporation, Gold Fields, tRAcE, sodexo and northern star Resources.

• Designed, developed and delivered stEM activities featuring VR goggles, cookie Mining, snap circuits, Gravitrax, turing tumblers and Meeting Edison.

the industry is forecasting significant growth in careers related to stEM over the coming decades. With study in these subjects in decline over recent years, it is important to engage the next generation at an early age.

I NDUSTRY

WARDS

In 2022 the depth and breadth of expertise within AREEA has again been instrumental in ensuring members are able to respond to and address employment and people-related challenges at both an operational and industry level. With resources and energy workplaces continuing to evolve, AREEA’s readiness to provide industry leadership and operational-level advice is as valuable as ever.

As has been the case throughout AREEA’s 104-year longevity, the Association’s close relationships with members – at every level, from site leaders, supervisors, human resources and employee relations professionals to executive boardrooms - continues to be a key driver of those capabilities.

AREEA’s earnest commitment to leading change in the industry, grounded in the practical experiences of members, has been of particular value in areas such as workplace sexual harassment and mental health, where members have been able to draw on the experiences, findings and conversations the Association facilitates through numerous initiatives and forums.

Whether members need assistance with workplace relations, training, culture or any other priorities, no other organisation is better positioned to support the industry.

W ORKPLACE R ELATIONS S UPPORT

The growing capacity of AREEA’s Advisory Services Team in 2022 reflects increasing demand within the resources and energy industry for quality workplace and employee relations services.

AREEA’s efforts to answer this demand involves advising on both long-term strategy and transactional or single-issue matters in a range of areas, including:

• General IR Strategy Support and advice

AREEA's Advisory services team provide members with industryspecific expertise on developing and implementing employee and industrial relations strategies. in 2022 the Association’s expert advisers assisted members in managing and overcoming a range of workplace relations challenges.

those challenges included bespoke / unique site and workforce issues, such as people management policies and processes, ‘better off overall’ analysis, general payroll compliance audits and checks, and industrial relations issues management.

• Enterprise Bargaining

AREEA led the strategy development for members’ enterprise bargaining campaigns and / or contributed to similar outcomes by providing expert support to in-house teams. the Advisory services team has also maintained strong relationships with members through professional connections to provide extra bench strength for enterprise bargaining when required.

• Independent Investigations

throughout 2022 AREEA continued to be the preferred conductor of independent investigations in the resources and energy industry due to the Advisory services team’s unrivalled experience. the legal qualifications, industry expertise and insights and truly independent perspectives of AREEA’s Advisory services team ensure a valuable point-of difference to in-house counsel or external law firms.

AREEA’s investigations capability has become especially in-demand with members taking a proactive approach to ‘zero tolerance’ policies for instances of alleged workplace sexual harassment or general bullying and harassment. such cases require the handling of experienced, sensitive and truly independent investigators.

• Secondments

Members continue to utilise the popular option of engaging the AREEA Advisory services team on a secondment basis to enhance their workplace relations capability. these secondments included both full-time and short-term contracts to cover temporary gaps in resourcing as well as ongoing one or two-day per week support on a permanent basis.

seconding AREEA’s expertise has proven a key strategy for members during times of severe skills shortages, where finding and retaining specialist expertise has become especially challenging.

• Responding to Union Strategies

AREEA has increasingly been called upon to formulate and coordinate industry’s response to trade union influence and organisation strategies. With unions expected to intensify strategies to expand their influence and unionise more worksites, seemingly emboldened by a new Federal labor Government and the prospect of union-friendly iR reforms, AREEA's support in this space will be in hot demand in 2023 and beyond.

spEcIAlIst EmploymEnt tRAInIng

AREEA’s suite of specialist employment training courses continued to be tailored and delivered by the Advisory services team throughout 2022. AREEA’s training offerings accommodate and include the most ‘in-demand’ topical issues for resources and energy employers.

AREEA has ensured members’ access to a variety of training courses to develop the skills and knowledge of their people, including:

• Appropriate Workplace Behaviours: Promotes positive workplace behaviours and manages organisational risks of inappropriate conduct such as sexual harassment and bullying.

• Rosters - Creating and Calculating for Compliance: Ensures members understand the processes to create and calculate cost-effective rosters that comply with modern awards and employment regulations.

• Performance, Discipline and Termination: Protects members from legal risks by providing the

necessary information, skills and processes to confidently manage poor performance or misconduct.

• Right of Entry: Develops awareness of the rights and responsibilities of employers in regard to union right of entry and equips participants with the skills and knowledge needed to prepare for and manage a right of entry effectively.

• Workplace Relations 101: A course popular for graduates and entrylevel hR and iR professionals which develops participants’ understanding of the legislation, case law, contracts, awards and agreements required to grow and excel in this discipline.

• Managing Workplace Investigations: Advises how to conduct effective workplace investigations using methods that minimise risk and ensure an independent and fair process.

• Supervisors skills: Develops leadership skills such as communication, time management, performance management, conflict resolution and effective decision making to build the capability of front-line managers and drive organisational success and a positive workplace culture.

H EALTH , S A f ETY & C ULTURE

woRkplAcE sExuAl hARAssmEnt‘A yEAR of ActIon’

2022 has been a year of action on workplace sexual harassment at AREEA. building on the foundation laid by industry and government in 2021, the team has actively been delivering training and consulting as well as launching new initiatives to drive change.

the Western Australian government’s report into sexual harassment against women in the mining industry, released in June 2022 after a comprehensive Parliament inquiry, which was itself informed by industry submissions such as AREEA’s own, provided further impetus for action on the issue. underreporting of harassment, the perpetuation of an unacceptable work culture, regulatory lag and the understanding of what constitutes harassment were just some of the issues raised by the report.

As the national representative group for employers in the mining, oil and gas, and service and contracting sectors, AREEA reaffirmed its commitment to eradicating unacceptable behaviour and rebuilding the industry’s reputation as safe and respectful with zero tolerance for harassment and bullying.

to that end, AREEA has been assisting members through a number of initiatives, including:

• Delivery of AREEA’s Appropriate Workplace behaviours training to member company employees, with a strong focus on discrimination, sexual harassment and inclusive workplace culture.

• Reviewing members’ workplace policies and procedures to ensure best practice in regard to bullying and harassment, psychological safety and disciplinary action.

• Undertaking the AWRA Inclusive safety Audit in member company workplaces to examine the actual and perceived physical and psychological safety of their employees.

• Developing policies, projects and campaigns to affect cultural change, education and awareness to drive more diverse, inclusive workplaces free from sexual harassment.

• The facilitation of the Resources and Energy national industry taskforce on Workplace sexual harassment.

nAtIonAl IndustRy tAskfoRcE on woRkplAcE sExuAl hARAssmEnt

the Resources and Energy national industry taskforce on Workplace sexual harassment is driving meaningful change in the area of workplace sexual harassment, applying the expertise and insights of 16 representatives to efforts that will produce real, practical benefits for the industry’s workforce.

the taskforce was a key outcome of the Resources and Energy national industry Forum on Workplace sexual harassment, which was hosted by AREEA across three days in november 2021 and attended by representatives of more than 60 companies.

the work of the taskforce focuses on three broad categories: general education and awareness campaigns;

Poster - Banter/jokes

Poster - Online

Poster - Impress mates

data collection and collaboration; and industry-led responses and interventions. specific initiatives proposed for development include:

• A central point for data collection on workplace sexual harassment in the industry, allowing individual employers to benchmark their performance and the sector to track its progress on zero tolerance.

• An industry-wide Behavioural intervention campaign, with education and awareness materials suitable for all worksites.

• Mechanisms to allow efficient preemployment reference checks on past behaviours and incidents.

• Setting up of an industry victimcentric independent unit offering trauma support to participating companies and complainants of workplace sexual harassment.

in 2022, the taskforce has made swift progress on two of these deliverables: the industry-wide behavioural intervention campaign and the development of mechanisms to allow efficient preemployment reference checks on past behaviours and incidents.

S UPPORTING MENTALLY HEALTHY WORKPLACES

mEntAl hEAlth REsEARch pRojEct

With 1-in-5 employees in the resources and energy industry reported to experience a mental health condition each year, addressing and managing workforce mental health continued to be a significant focus for AREEA and its members.

the publication in late 2021 of the results of the Resources and Energy industry Workforce and leaders Mental health Research Program, facilitated by AREEA, provided important guidance on priority areas of focus for 2022.

the research, undertaken by corporate psychology specialists, revealed invaluable insights into a range of mental health challenges within participating resources and energy organisations, including:

• Levels of depression, anxiety and stress,

• Levels of distress, • Employee resilience, • Sleep issues, and • Alcohol use.

the research also helped inform AREEA’s range of mental health support activities and employer resources,

refining of AREEA’s Mental health training Program, resources within the Mental health and Wellbeing knowledge centre, and the various top tier external presenters within AREEA’s Mental health Matters webinar series.

Phase 2 for the Resources and Energy industry Workforce and leaders Mental health Research Program commences in 2023, providing repeat participating organisations with longitudinal biannual data comparison, while opening up the project and its benefits to a wider cohort of AREEA members.

mEntAl hEAlth mAtuRIty AssEssmEnt tool

the Mental health Maturity Assessment tool builds on the work of AREEA’s wellreceived mental health framework and maturity scale, which was released in 2021 and revised in 2022.

Motivated by requests from members for a more detailed tool to aid in maturity assessment, which is a challenging and complex task, the Mental health Maturity Assessment tool was released on october 10 –World Mental health Day – to a warm reception from AREEA’s members.

the tool allows member companies to better understand the various actions,

M ANAGING E NDEMIC COVID-19

Early in 2022 the nature of the coViD-19 pandemic began to shift rapidly, evolving into what infectious disease experts dubbed the ‘endemic phase’. With this epidemiological change came a change in state and federal government messaging - Australia now needed to "learn to live with" the virus.

Moving on from earlier in the pandemic, when the industry faced highly problematic travel restrictions and border shutdowns, this new stage presents several challenges. such challenges include effective health and safety response plans; testing and other preventative practices; isolation and quarantine for positive cases, ‘close contacts’, and leave and other pay issues.

to assist members with the new endemic phase, AREEA’s Managing Endemic coViD-19 Guide assisted resources and energy employers to manage workplace considerations.

While there are many ancillary employment law and employee relations issues, AREEA’s advice reminded employers the pandemic was a health issue first and foremost, and that it was critically important to establish coViD-19 management plans with infectious disease specialists and relevant health authorities.

covId-19 vAccInAtIon polIcIEs

While the coViD-19 pandemic had become a ‘fact-of-life’ for many Australians by the beginning of 2022, in industrial relations terms there were still many unknowns. Many in the resources and energy industry were still adjusting to key developments. this consistent flow of new information led to high demand for AREEA’s workplace relations experts from members nation-wide. this was particularly true in the case of vaccination mandates – with numerous decisions and government policies having significant implications for the industry. important updates that required AREEA immediately deliver interpretation and advice to members included:

• BHP Full Bench decision in December 2021, a Full bench of the Fair Work commission (FWc) handed down the most significant decision yet on employermandated coViD-19 vaccination requirements. the decision reaffirmed AREEA’s long-held view that employers had a clear pathway to mandate vaccines under Workplace health and safety (Whs) laws, irrespective of whether any public health order / direction is applicable, provided all legal procedures and requirements are met.

• Safe Work Australia (SWA) Rapid Antigen Test (RAT) guidance

in February 2022, sWA released new guidance for employers in relation to the use of RAt testing as a measure to control and mitigate the risks of coViD-19 in the workplace. Given that this guidance was general, how it was to be implemented or adopted was dependant on unique circumstances at each workplace. to that end, AREEA’s workplace specialists advised members on working through the sWA guidance and the unique requirements of their businesses.

• Vaccine mandates lifted for industry by mid-year Australian states and territories had lifted vaccination mandates for the resource and energy industry. With coViD-19 no longer declared a public health emergency and mandatory vaccinations ended for workers outside healthcare and related high-risk settings, AREEA stepped in to recommend bespoke, case-by-case guidance to members.