Opportunities

Productivity skyrocketed when Japanese valve producer Fujikin started using a solid carbide drill from Sandvik.

RESPECT

Sandvik actively seeks to build respect for First Nation Australian peoples, cultures, lands, waters, knowledges, histories, and rights through its core business and throughout all our site locations.

We will continue to foster an inclusive and respectful work environment in which our staff acknowledge and develop an understanding of and respect for First Nation Australians cultures and heritage.

To assist Sandvik staff build their knowledge of First Nation Australians cultures and heritage, Mirri Mirri Productions was brought on board to deliver cultural awareness training. To date, Mirri Mirri Productions have delivered three cultural awareness sessions to over 80 self-enrolled Sandvik staff members.

2021 marked twenty years of Reconciliation Australia and almost three decades of Australia’s formal reconciliation process. Sandvik Australia, not only encouraged every staff member to participate in National Reconciliation Action Week activities, Acknowledgement of Traditional Custodian cards were designed and distributed to all employees nationally.

ACTION DELIVERABLE STATUS PROGRESS

6. Engage employees in continuous cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements. 6.1 Develop and implement an internal cultural awareness training strategy, which defines cultural learning needs of employees in all areas of our business and considers various ways cultural learning can be provided (online, face-to-face workshops or cultural immersion).

6.2 Provide opportunities for RSC members, RAP champions, HR managers and other key leadership staff to participate in face-to-face cultural training.

7. Engage employees in understanding the significance of Aboriginal and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Country, to ensure there is a shared meaning. 6.3 Consult local Traditional Owners and/or Aboriginal and Torres Strait Islander advisors on the development and implementation of a cultural learning strategy.

6.4 Conduct a review of cultural learning needs within our organisation.

7.1 Increase staff’s understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols.

7.2 Ensure that all staff are aware that our Safety Slide and our Acknowledgement of Country slide are compulsory items for presentations.

7.3 Ensure all staff use the Acknowledgement to Country email signature on their email addresses. This signature block to be made available on the Intranet. ü In progress. Cultural awareness sessions have been implemented. Strategy document is being developed.

ü On track. Face to face sessions have been moved online due to COVID-19 however, RSC members, HR managers and other key leadership staff have/ are going to participate in Mirri Mirri Cultural Awareness training.

X Delayed. We will focus on this in the second half of our RAP.

X Delayed. We will focus on this in the second half of our RAP.

ü On track. E-learning module has been developed for staff to self-enrol and understand the purpose and significance of Acknowledgement and Welcome to Country protocols.

üü Complete. This has been successfully implemented and well received by Sandvik Australia staff.

üü Complete.