Sandvik Mining and Rock Solutions Innovate Reconciliation Action Plan May 2023 - May 2025 by Sandvik AUS & NZ Marketing

Sandvik Mining and Rock Solutions

Reconciliation Action Plan

May 2023 - May 2025

Acknowledgement of Country

Sandvik acknowledges all First Nations Australians for their knowledges, languages, histories and cultures that have lived for at least 65,000 years.

We pay our respects to the Elders of the past, present and emerging for they are the knowledge holders of the memories, stories and traditions of Country. We recognise the significance of the Traditional Custodians to Country, the role in which they play to maintain a sustainable environment for future generations and that sovereignty was never ceded.

Our vision for reconciliation is an Australia which values the unity between First Nations Australians and non-Indigenous Australians, and accepts the historical truths of this country and its ongoing effects so that we can create a culture of equality and equity through positive race relations.

For our organisation, we want to be a leader with institutional integrity through the creation and support of employment and procurement for First Nations Australians and learning opportunities for our non-Indigenous staff to enhance their knowledge, respect and understanding of First Nations Australian people, culture and communities. This will enable us to create a workplace which is culturally safe and an Employer of Choice for First Nations Australians.

Vice President Message

As the Vice President of Sandvik Mining and Rock Solutions, I am extremely proud to launch the second iteration of our Innovate Reconciliation Action Plan (RAP) 2023-2025.

As a large global organisation operating in Australia, we understand we have a significant role to play in positively contributing to reconciliation through strengthening relationships, building respect, and providing economic opportunities to First Nations Australian people, communities, and organisations.

Since the launch of our first RAP in 2017, we have made significant progress towards reconciliation. We have provided genuine employment opportunities for Aboriginal and Torres Strait Islander people through our First Nations Pathways Program. We have also significantly increased our spend with First Nations owned businesses with the introduction of our Indigenous Procurement Strategy.

Through our Cultural Learning Strategy, we have committed to enhancing Sandvik employees knowledge of First Nations Australians, to build a culturally safe workplace which values diversity and positions Sandvik as an employer of choice for First Nations Australians. The strategy includes three phases: Cultural Awareness, Cultural Competency and Cultural Safety.

We launched our first Reflect RAP in 2017 and it set the foundation to prepare us for initiatives in successive RAPs. In 2020, we launched our first Innovate RAP which focussed on developing relationships, creating cultural learning opportunities for our employees, and providing economic opportunities for First Nations Australians. This RAP will build on our existing work to ensure we realise our vision for reconciliation.

I am confident we can deliver on the commitments we have set out in this RAP and will create meaningful careers for First Nations Australians at Sandvik as well as contribute to the improved social and economic wellbeing of the broader First Nations community in Australia.

I encourage you to read our Innovate RAP and join us to make a genuine and intentional difference with First Nations Australian people, communities and organisations.

Wayne Scrivens Vice President Sandvik Mining and Rock Solutions- Australia and New Zealand

Community Engagement and First Nations Advisor Message

We are excited to continue our reconciliation journey with our second Innovate RAP which will lead us from 2023 to 2025.

Our reconciliation journey started in 2016 when our Together, Towards, Tomorrow (T3) project identified the need for us to employ a Community Engagement Officer (now Community Engagement and First Nations Advisor) to develop and lead us through our RAP. Since then, we have made strides towards reconciliation which have had a positive impact within our organisation and the communities in which we work.

So far, our learnings have helped us improve the way that we deliver our reconciliation initiatives and our key achievements have been incredibly rewarding. Sharing these learnings and success stories with our local organisation, our customers and our global company have helped us to build our skills, knowledge and embrace this journey that we have been on.

As an organisation, we value diversity, equity, and inclusion. We aim to build a culture which values First Nations Australian people and is considerate of the variety of cultures, beliefs, and heritage.

We understand the importance of providing economic opportunities for First Nations Australians and we

will continue to build respectful relationships in the communities in which we operate.

This Innovate RAP will build on our existing strategies and challenge us to adapt them, to ensure we continue to have a positive impact and outcomes from our work. Through our actions, we aim to become an employer of choice for First Nations Australians as we continue to build a workforce which values diversity of thought, culture, and skill.

I am looking forward to our organisation continuing our reconciliation journey and building an equitable future for First Nations Australians.

Melita Hegarty

Former Community Engagement and First Nations Adviser

“A sincere thank you to Melita for her incredible work; her vision and contributions have laid a solid foundation for us to build on and continue driving meaningful progress.”

Shaniah Satour First Nations & Community Engagement Lead Sandvik Mining and Rock Solutions Sales Area- Australia and New Zealand

Reconciliation Australia Message

Reconciliation Australia commends Sandvik Australia on the formal endorsement of its second Innovate Reconciliation Action Plan (RAP).

Since 2006, RAPs have provided a framework for organisations to leverage their structures and diverse spheres of influence to support the national reconciliation movement.

With close to 3 million people now either working or studying in an organisation with a RAP, the program’s potential for impact is greater than ever. Sandvik Australia continues to be part of a strong network of more than 2,200 corporate, government, and not-for-profit organisations that have taken goodwill and transformed it into action.

The four RAP types – Reflect, Innovate, Stretch and Elevate – allow RAP partners to continuously strengthen reconciliation commitments and constantly strive to apply learnings in new ways.

An Innovate RAP is a crucial and rewarding period in an organisation’s reconciliation

journey. It is a time to build the strong foundations and relationships that ensure sustainable, thoughtful, and impactful RAP outcomes into the future.

An integral part of building these foundations is reflecting on and cataloguing the successes and challenges of previous RAPs. Learnings gained through effort and innovation are invaluable resources that Sandvik Australia will continuously draw upon to create RAP commitments rooted in experience and maturity.

These learnings extend to Sandvik Australia using the lens of reconciliation to better understand its core business, sphere of influence, and diverse community of staff and stakeholders.

The RAP program’s emphasis on relationships, respect, and opportunities gives organisations a framework from which to foster connections with Aboriginal and Torres Strait Islander peoples rooted in mutual collaboration and trust.

This Innovate RAP is an opportunity for Sandvik Australia to strengthen these

relationships, gain crucial experience, and nurture connections that will become the lifeblood of its future RAP commitments. By enabling and empowering staff to contribute to this process, Sandvik Australia will ensure shared and cooperative success in the long-term.

Gaining experience and reflecting on pertinent learnings will ensure the sustainability of Sandvik Australia’s future RAPs and reconciliation initiatives, providing meaningful impact toward Australia’s reconciliation journey.

Congratulations Sandvik Australia on your second Innovate RAP and I look forward to following your ongoing reconciliation journey.

Karen Mundine Chief Executive Officer

Reconciliation Australia

Sandvik Kick Off

Our Artwork

For our second Innovate RAP, we engaged with Mayi artist, Leah Cummins from Bunya Designs, who created our incredible artwork that encapsulates Sandvik, our journey, and our business.

The artwork is a conversation piece and continues to build awareness of First Nations people, culture, and community throughout our company globally.

Change Through Time

This piece is called Change Through Time, it’s inspired by Sandvik’s change overtime from the past to the future as well as our genuine commitment to reconciliation.

Above is Sandviken in Sweden, where our company began, overlooking the Australian operations, the relationships we are creating and the work we are doing.

The white lines through the middle of the piece represent our reconciliation journey, a continuous line which acknowledges our past work, the work we are currently doing and the work we will continues to do in the future. In the middle is Sandvik Australia flourishing and growing outwards, surrounded by our employees, reaching many communities, people and businesses.

Extending outwards from Sandvik Australia, is entwined in First Nations Australian culture paying respect on the lands that Sandvik work and operate.

In each corner of the artwork displays Sandvik’s core values.

Customer Focus – The symbol of Sandvik and a customer meeting together to build a stronger relationship.

Innovation – The symbol of the message stick in the centre of the icon surrounded by journey lines, the connection of innovative thoughts and ideas to a shared message.

Fair play - The symbol of people sitting around together bringing collaboration and working as a team to have health, safety, be dedicated and have sustainability in mind.

Passion to win – The symbol of a central meeting area joined and connected by a common goal to empower the Sandvik team to grow.

The Sandvik core values guide our operations into a future that is bright. May those that work for and with Sandvik stand strong in our ongoing support to better Sandvik and its commitment to First Nations Australians.

Simon Forrest , Smoking Ceremony Perth

Our Business

Sandvik Mining and Rock Solutions is a business area within the Sandvik Group and a global leading supplier of equipment and tools, parts, service and technical solutions for the mining and construction industries. The Sandvik Group has approximately 40,000 employees in about 150 countries.

We conduct business in a sustainable and responsible manner. To achieve this, we always act in line with our high ethical standards, putting safety first and always showing consideration for the environment and the communities in which we operate. The safety and well-being of our employees and the environment are our core values. Finally, we care about others and build relationships based on honesty, respect and trust.

Sandvik Mining and Rock Solutions has locations throughout Australia and employs close to 1,000 people locally. Currently First Nations Australians make up 3.4% of our workforce.

Sandvik is a global organisation however our RAP is developed and delivered locally in Australia.

Our sphere of influence includes our staff and organisation in Australia, Sandvik’s local acquisitions, other organisations in the same building and our customers.

Sandvik Mining and Rock Solutions has offices, warehouses and workshops located throughout Australia.

Adelaide

Kaurna Country

Bendigo

Taungurung Country

Burnie

Palawa Kani Country

Broken Hill

Wilyakali/ Wiljaali Country

Cobar

Wongaibon Country

Dandedong

Wurundjeri, Bunurong and Boon Wurrung Country

Heatherbrae

Worimi Country

Yuwibara Country

Milton, Pinkenba & Virginia

Turrbal/Yuggera Country

Mount Isa

Kalkadoon Country

Wiradjuri Country

Kenwick and Kewdale

Noongar Whadjuk Country

Tom Price

Eastern Guruma Country

Our RAP

We are passionate about creating a space which values, empowers and accepts First Nations Australians.

By developing and implementing a RAP, we see this as a strategic document to drive our First Nations initiatives and hold ourselves accountable. Through our RAP we aim to deliver sustainable and meaningful engagement, employment, procurement and learning opportunities which will assist our organisation play a role in reconciliation.

Our RAP Sponsor is Kate Bills, General Manager - Sustainability, Marketing and Communications.

External First Nations Advisor: TBC

Our Reconciliation Steering Committee members are:

Shaniah Satour

First Nations and Community Engagement Lead

Troy Montgomery

GM HR & EHS SA AUS & NZ

Samantha Lingman Recruitment and Talent Manager

Kate Bills

GM Sustainability, Marketing and Communications

Adam Hauswirth

Key Account Manager

Geoff Kinsela

Parts and Service Sales Representative

Kylie Cook

Employee Relations and Training Manager

Joanne Rawson

Indirect Purchasing Manager

Declan Curran

Strategy and Projects Manager – Parts and Services

Our RAP Journey

In 2016, Sandvik held a T3 (Together Towards Tomorrow) project, which looked at Community and Social Sustainability. The project identified the need and desire to engage with the First Nations Australian communities.

As part of the T3 project, the team recognised the need to employ a Community Engagement and First Nations Lead (formally known as the Community Engagement Officer) to lead Sandvik through our RAP.

Sandvik then developed a Reflect RAP which launched in May 2018 and clearly set out the steps Sandvik would take to prepare us for reconciliation initiatives in successive RAPs. It set the foundation for our reconciliation initiatives moving ahead. In 2020, we launched our Innovate RAP which built upon the work undertaken in our Reflect RAP. Our first Innovate RAP focussed on the creation and implementation of First Nations Australian engagement, employment, cultural learning, and procurement strategies. As part of this RAP, we successfully launched: our first National Supplier Agreement with a First Nations business, external cultural learning offerings, increased our employment rate to 3.4% and set up sponsorships with several different First Nations programs, organisations, and initiatives.

Our second Innovate RAP outlines actions that work towards achieving our vision for reconciliation. It focusses on maintaining and strengthening our relationships with First Nations Australians, continuing to engage our colleagues and stakeholders in these initiatives, upholding and adapting our strategies to sustain our meaningful and authentic commitment to reconciliation.

Our Reflect RAP set the foundations for reconciliation in our organisation and our first Innovate RAP solidified our ongoing commitment to reconciliation in all aspects of our business. We have set the standard for our organisation to develop and maintain relationships with First Nations Australians, retain First Nations employees and establish meaningful partnerships with First Nations Australians communities, businesses, and individuals.

Our Learnings

Over the past few years, we have created, enhanced, and adapted programs to ensure the most optimal outcome for people, communities, and our organisation. Some examples of our key learnings include:

The way we employ First Nations Pathways Program

Part of our commitment to reconciliation is to employ First Nations Australians. We recognised early in our reconciliation journey, that to employ First Nations Australians we need to have the right process, program, and support to ensure it is done properly and sustainably. We learnt to adapt our interview process to a more comfortable environment. We learnt to change our selection criteria, rather than focusing on candidates having required skills and experience, that we would support them on this learning journey throughout the program. We also learnt to set up the right support framework to ensure our First Nations staff feel safe and empowered in their role at Sandvik.

The way we learn Cultural Learning Offerings

Our Innovate RAP started our cultural learning journey. We started with developing and publishing our Acknowledgment of Country eLearning which we rolled out across Sandvik Australia. To date, over 1,000 employees have completed this eLearning. We later introduced three other eLearnings which include: Understanding our RAP, A guide to respectful terminology when working with First Nations Australians and First Nations Dates of Significance. In 2021, we partnered with Mirri Mirri Productions to provide our external Cultural Awareness Training. To date, we have had 169 staff members self-enrol and complete the Mirri Mirri Cultural Awareness Training. From this cohort, several of our staff have come forward and asked what further training they can do to expand their knowledge in this space. This prompted us to investigate and trial OnCountry learning offerings and incorporate this opportunity in our Cultural Learning Strategy. Our Senior Management Team participated in an OnCountry experience with the Worimi Aboriginal Land Council to demonstrate the importance of completing

cultural awareness training with a top-down approach. The feedback from our Senior Management Team after this experience has been overwhelmingly positive with the team all learning something new and feeling empowered to activity contribute to reconciliation within their role at Sandvik and as an individual. We will deliver OnCountry learning offerings in 2023 to staff who have completed all eLearnings and the Mirri Mirri Cultural Awareness Training.

The way we spend Procurement

We have significantly increased our spend with Indigenous businesses over the past two years. Something we learnt throughout this time, when partnering with Indigenous business, was to have stock agreements in place to ensure it was a success. As a large organisation, we require a significant number of supplies and to guarantee a smooth process we had to ensure expectations were understood and realised on all sides. Additionally, throughout our Innovate RAP, we transitioned to having our RAP merchandise produced by an Indigenous business, GearedUp Culcha, as it was the sustainable and right thing to do.

Smoking Ceremony, Milton office NAIDOC Week event

Our Achievements

We acknowledge reconciliation is an ongoing journey however, as we reflect on how far we have come, we are proud of what we have accomplished so far. Our achievements include:

Major Supplier Agreement

Yakeen Safety

In 2021, we officially onboarded our first National Indigenous Supplier Agreement with Yakeen Safety. Yakeen Safety provides personal protective equipment clothing requirements for all divisions across Australia. This initiative significantly increased our spend with Indigenous businesses.

our employees knowledge about significant events and promote Sandvik’s commitment to reconciliation in the community.

First Nations Employment

3.4%

Our goal for First Nations employment in our first Innovate RAP was 4%. Although we did not meet this goal, we are extremely proud of the progress we made in this space. In 2021, we officially launched our First Nations Pathways Program which enables First Nations Australians to undertake a 12-month traineeship or internship in our Sandvik Australia locations.

First Nations Learning Offerings

To assist our employees build their knowledge of First Nations cultures and heritage, we have produced four eLearning modules and onboarded Mirri Mirri Productions to deliver external cultural awareness training. Throughout our first Innovate RAP, Mirri Mirri Productions delivered seven cultural awareness sessions to over 169 self-enrolled Sandvik employees.

Australian Mining Prospect Awards

Local RAP Champions Network 19 Reconciliation events across Australia

In 2022 we announced our Inaugural Local RAP Champions Network. The Local RAP Champions Network was made up of 15 people who are passionate local leaders and drove our reconciliation commitments on a local scale. Our Local RAP Champions organised a combined total of 19 events, for NAIDOC Week and National Reconciliation Week, which had local First Nations Australians attend and speak, to increase

We have worked with Aboriginal Employment Strategy (AES) to ensure that whilst the trainees are working for Sandvik, they work to achieve a Certificate III in Business Administration and receive cultural supervision and support when needed. Over the past two years we have increased our employment by 1.6% and we look forward to growing our First Nations employment network in an authentic, sustainable, and culturally safe way.

In 2022, Sandvik had the honour of accepting the Indigenous Engagement Award at the Australian Mining Prospect Awards for the work we’ve done regarding our first Innovate RAP. We were proud to be a recipient of this award and recognise all the people who contributed to making this a possibility.

Meet some of our First Nations employees

We have achieved numerous milestones since actively commencing our reconciliation journey and this has been reflected through our colleagues understanding and feedback of our RAP initiatives. Our second Innovate RAP has been designed to capitalise on the momentum from our previous RAPs and continue to progress our organisation, our initiatives, and our commitments to reconciliation. To hear from some of our First Nations employees, see here.

Jikieya Pitt Adminstration Trainee

Jikieya Pitt is undertaking a 12-month traineeship as part of our First Nations Pathways Program. The aim of the program is to transition Trainees into a fulltime role with Sandvik after they have completed their traineeship and obtained a Certificate III in Business Administration. Jikieya is a Quandamooka and Darnley Island woman who started with us in 2022, after she moved from Cairns to Brisbane. At first Jikieya was nervous after finding out we are a global organisation however, she said everyone made her feel comfortable and supported which made the transition into the workplace welcoming and comfortable. Since starting her traineeship with Sandvik, Jikieya has worked on reception and in our Service Coordination team where she has had the opportunity to speak to different people, learn about the business and undertake professional development opportunities that will help her succeed in her career.

To hear more about Jikieya, you can watch her video via this QR code.

Elle Cocks Marketing and Events Specialist

Elle Cocks is the Marketing and Events Specialist for Sandvik Holdings Australia. Previously in Learning and Development, Elle shared that it is an important part of our culture at Sandvik, and she is passionate about providing opportunities for Sandvik employees to develop professionally and expand their knowledge on First Nations culture. She is on her cultural journey as in recent years she discovered her Aboriginality after her mother, who was adopted, was told she was Aboriginal after being informed she was Maltese her entire life.

To learn more about Elle, her story and her role, you can watch her video via this QR code.

Edward Monai, Milton office NAIDOC Week event

Relationships

Building strong relationships between First Nations Australians and non-Indigenous Australians is important to Sandvik and our core business. Relationship building is fundamental to reconciliation and Sandvik acknowledges the importance of developing and maintaining strong mutually beneficial relationships with First Nations stakeholders. These relationships connect people, enable us to better understand the communities in which we work and can reap economic opportunities.

Respectful, sustainable and mutually beneficial relationships are core to the way that we do business. Our relationships with First Nations Australians enable us as a business to listen, understand and contribute meaningfully to reconciliation.

1. Establish and maintain mutually beneficial relationships with First Nations Australian stakeholders and organisations.

• Meet with local First Nations Australian stakeholders and organisations to develop guiding principles for future engagement.

• Review and update engagement plan which works with First Nations Australian stakeholders and organisations.

• Meet with local First Nations stakeholders and organisations to provide feedback on guiding principles for future engagement.

• Review and update engagement plan which works with First Nations Australian stakeholders and organisations.

Dec 2023 Dec 2024

Nations & Community Engagement Lead

Jan 2024 Jan 2025 First Nations & Community Engagement Lead

May 2023 May 2024 First Nations & Community Engagement Lead

Sep 2024

Nations & Community Engagement Lead

2. Build relationships through celebrating National Reconciliation Week (NRW).

3. Promote reconciliation through our sphere of influence.

• Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our staff.

• Communicate events for NRW to internal staff.

• Extend an invitation to local First Nations Australians in respective site locations to share their reconciliation experiences or stories.

• Reconciliation Steering Committee members to participate in an external NRW event.

May 2023 May 2024

Jun 2023 Jun 2024

27 May3 Jun 2023 27 May3 Jun 2024

First Nations & Community Engagement Lead

GM Sustainability, Marketing & Communications

Lead: Local RAP Champions

Support: First Nations & Community Engagement Lead

• Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW.

27 May3 Jun 2023

27 May-

3 Jun 2024

• Organise at least one NRW event each year.

• Register all our NRW events on Reconciliation Australia’s NRW website.

GM Sustainability, Marketing & Communications

• Develop and implement a staff engagement strategy to raise awareness of reconciliation across our workforce.

• Communicate our commitment to reconciliation publicly and share on Sandvik intranet for our RAP Launch, NRW and NAIDOC Week.

27 May-

3 Jun 2023

27 May-

3 Jun 2024

27 May3 Jun 2023 27 May-

3 Jun 2024

May 2023 May 2025

May 2023

Jun 2023 Jul 2024

Jun 2024

Jul 2024

First Nations & Community Engagement Lead

GM Sustainability, Marketing & Communications

• Explore opportunities to positively influence our external stakeholders to drive reconciliation outcomes.

Dec 2023

Indirect Purchasing Manager

3. Promote reconciliation through our sphere of influence.

4. Promote positive race relations through antidiscrimination strategies.

• Collaborate with RAP organisations and other like-minded organisations to develop innovative approaches to advance reconciliation.

• Create an eLearning of Sandvik’s Innovate RAP 2023-2025 that can be viewed at any time through Workday and/or Sandvik’s intranet.

• Create eLearning to explain new RAP artwork.

• Organise meetings with Sandvik acquisitions to influence them to go on their own reconciliation journeys.

• Engage with external partners, including customers, to leverage collaboration on First Nations initiatives.

• Conduct a review of HR policies and procedures to identify existing antidiscrimination provisions, and future needs.

• Review and update our anti-discrimination policy for our organisation.

• Engage with First Nations Australian staff and/or First Nations Australian advisors to consult on our anti-discrimination policy.

• Educate senior leaders on the effects of racism.

May 2023 May 2024

May 2023

First Nations & Community Engagement Lead

May 2023

Jun 2023 Jun 2024

Dec 2023 Dec 2024

Sep 2023 Sep 2024

Oct 2023 Oct 2024

Nov 2023 Nov 2024

Jul 2023 Jul 2024

First Nations & Community Engagement Lead

Key Account Manager GM Marketing, Sustainability and Communications

Recruitment & Talent Manager

First Nations & Community Engagement Lead

Sandvik Kick Off

Respect

Sandvik continues to build respect for First Nations Australian peoples, communities, cultures, Country and knowledges through our core business. We fundamentally believe in education and upskilling our staff through learning opportunities which we will continue to provide to all our site locations. This fosters an inclusive and respectful work environment where our staff acknowledge and deepen their understanding and respect for First Nations peoples, cultures and Country.

Action Deliverable

5. Increase understanding, value and recognition of First Nations Australian cultures, histories, knowledge and rights through cultural learning

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

• Consult local Traditional Owners and/or First Nations Australian advisors to inform our cultural learning strategy.

Timeline Responsibility

Jun 2023 Jun 2024

Aug 2023

• Review and update cultural learning strategy document for our staff. Dec 2023 Dec 2024

• Trial and implement face-to-face cultural learning offerings. Dec 2023

• Ensure all managers complete at least one cultural learning offering through set development targets. May 2023

• Ensure all managers of First Nations staff undertake cultural awareness training. Aug 2023 Aug 2024

• Provide opportunities for RSC, Reconciliation Advisory Committee, HR managers and other key leadership staff to participate in formal and structured cultural learning.

• Management Team undertake one on Country learning experience annually.

Jul 2024

Employee Relations and Training Manager

Dec 2023 Dec 2024

GM HR & EHS

6. Demonstrate respect to First Nations Australian peoples by observing cultural protocols.

7. Build respect for First Nations Australian cultures and histories by celebrating NAIDOC Week.

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

• Update and adapt our cultural protocol document, including protocols for Welcome to Country and Acknowledgement of Country.

• Invite a local Traditional Owner or Custodian to provide a Welcome to Country or other appropriate cultural protocol at significant events each year.

• Include an Acknowledgement of Country or other appropriate protocols at the commencement of important meetings.

• Continue to ensure all staff are aware that our Acknowledgment of Country slides are compulsory items for presentations.

• Refresh Acknowledgment of Country email signature block and ensure all staff can use and access signature block via the Sandvik intranet.

• Ensure local sites have Acknowledgment of Country plaques specific to Country.

• RSC and First Nations Advisory Committee to participate in an external NAIDOC Week event.

• Review HR policies and procedures to remove barriers to staff participating in NAIDOC Week.

• Promote and encourage participation in external NAIDOC events to all staff.

• Provide opportunities for all staff to participate in NAIDOC Week.

Aug 2023

First Nations & Community Engagement Lead

Aug 2023

May 2023; Jul 2023; Feb 2024; May 2024; Jul 2024

May 2023

First Nations & Community Engagement Lead

May 2023

First Nations & Community Engagement Lead

Aug 2023

Jul 2023 Jul 2024

First Nations & Community Engagement Lead

Lead: RSC

Support: First Nations & Community Engagement Lead

Recruitment & Talent Manager

First Nations & Community Engagement Lead

Local RAP Champions led by First Nations & Community Engagement Lead

8. Recognise and celebrate First Nations Dates of significance.

• Create an internal staff calendar specifically to promote local community events recognising First Nations dates of significance, to be shared on the Sandvik intranet.

May 2023

• Recruit and announce annual internal Local RAP Champions to facilitate reconciliation events onsite. Jan 2024 Jan 2025

• Send out RAP merchandise (i.e., marquee, pull up banner, tablecloths etc.) to all Sandvik sites.

May 2023

First Nations & Community Engagement Lead

GM Sustainability, Marketing & Communications

Opportunities

We are driven by our purpose to make a positive impact on society and our company. By partnership, education and volunteering we make communities stronger and fairer.

Creating meaningful, authentic and mutually beneficial economic opportunities for First Nations Australians are positive outcomes that arise from our RAP deliverables. We acknowledge that economic opportunities have not always been available to First Nations Australians and through our procurement and employment opportunities, we see it as two avenues to tangibly showcase our commitment to reconciliation. As detailed in our deliverables, we will continue to create employment, procurement and professional development opportunities for First Nations Australians.

Sandvik has a number of strategies in Australia regarding First Nations employment and procurement, we will continue to maintain and adapt these strategies as we progress on our reconciliation journey to ensure Sandvik is an employer of choice for First Nations Australians.

Sandvik is committed to continually investing in a culturally safe organisation through regular reviews of policies, processes, and training for our employees.

9. Improve employment outcomes by increasing First Nations Australian recruitment, retention, and professional development.

10. Develop and maintain a successful First Nations Pathways Program.

• Build understanding of current First Nations Australian staffing to inform future employment and professional development opportunities.

Sep 2023 Sep 2024

• Engage with First Nations Australian staff to consult on our recruitment, retention and professional development strategy. Dec 2023 Dec 2024

• Review and update our First Nations Australian recruitment, retention and professional development strategy.

• Advertise job vacancies to effectively reach First Nations Australian stakeholders.

• Update and review HR and recruitment procedures and policies to remove barriers to First Nations Australian participation in our workplace.

• Continue to develop career pathways to increase First Nations employment rate to 4%.

• Launch First Nations Mentoring Program and First Nations Staff Network.

Nov 2023 Nov 2024

May 2023

May 2023 Mar 2024

Oct 2023

May 2023

• Investigate and trial a cultural leave program for staff. Dec 2023

• Continue to maintain and adapt First Nations Pathways Program with engagement plan for prospective managers.

Jun 2023 Jun 2024

• Create an onboarding and ongoing support process for First Nations Pathways Program. May 2023

• Investigate and trial cultural support program for First Nations Pathways Program. Aug 2023

Lead: Recruitment & Talent Support: First Nations & Community Engagement Lead

Recruitment & Talent Manager

Parts Sales & Support Representative

GM HR & EHS

Recruitment & Talent Manager

11. Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes.

• Review and update Indigenous procurement strategy. Jan 2024 Jan 2025

• Develop and communicate opportunities for procurement of goods and services from Aboriginal and Torres Strait Islander businesses to staff.

• Review and update procurement practices to remove barriers to procuring goods and services from First Nations Australian businesses.

• Develop, onboard and contract one (1) Aboriginal and/or Torres Strait Islander supplier providing a significant transactional spend increase.

• Develop and implement overarching First Nations Procurement Policy.

• Attend Supply Nation Connect every year.

• Increase Sandvik total annual spend with Aboriginal and Torres Strait Islander businesses by 25% each financial year.

• Update published list of Indigenous suppliers on the intranet for all Sandvik staff to access.

• Consult local Traditional Owners and/or First Nations advisors on the development and implementation of an Indigenous Procurement Strategy, Policy and Procedure.

Jun 2023 Jun 2024

Jan 2025

Indirect Purchasing Manager

Jun 2023

May 2023

May 2024

Jul 2023 Jul 2024

May 2023

May 2024

Jun 2024

Indirect Purchasing Manager

Smoking Ceremony, Heatherbrae

Governance

12. Establish and maintain an effective Reconciliation Steering Committee (RSC) to drive governance of the RAP.

• Maintain First Nations Australian representation on the RSC.

• Review and update the Terms of Reference for the RSC including who attends on absent RSC members behalf.

• Meet at least four times per year to drive and monitor RAP implementation.

May 2023

13. Establish First Nations Advisory Committee to directly advise RSC on engagement, strategies and implementation of RAP.

• Set up Reconciliation Advisory Committee to report and advise RSC.

• Advertise and appoint external First Nations Advisor to the RSC.

Jun 2023, Sep 2023, Nov 2023

Mar 2024, Jun 2024, Sep 2024, Nov 2024

May 2023

First Nations & Community Engagement Lead

Lead: First Nations & Community Engagement Lead Support: RSC

First Nations & Community Engagement Lead

14. Provide appropriate support for effective implementation of RAP commitments.

• Create and apply terms of reference for Reconciliation Advisory Committee.

• Define resource needs for RAP implementation.

• Engage our senior leaders and other staff in the delivery of RAP commitments.

• Define and maintain appropriate systems to track, measure and report on RAP commitments.

• Appoint and maintain an internal RAP Sponsor from senior management.

May 2023

First Nations & Community Engagement Lead

Lead: First Nations & Community Engagement Lead,

Support: GM Sustainability, Marketing & Communications

Reconciliation Advisory Committee

Lead: First Nations & Community Engagement Lead Support: RSC

Aug 2023

Aug 2024

May 2023

GM Sustainability, Marketing & Communications

First Nations & Community Engagement Lead

GM Sustainability, Marketing & Communications

15. Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally.

16. Continue our reconciliation journey by developing our next RAP.

• Contact Reconciliation Australia to verify that our primary and secondary contact details are up to date, to ensure we do not miss out on important RAP correspondence.

Jun 2023 Jun 2024

• Contact Reconciliation Australia to request our unique link, to access the online RAP Impact Measurement Questionnaire. Aug 2023 Aug 2024

• Complete and submit the annual RAP Impact Measurement Questionnaire to Reconciliation Australia.

30 Sep 2023 30 Sep 2024

• Report RAP progress to all staff and senior leaders quarterly. Jun 2023, Sep 2023, Nov 2023 Mar 2024, Jun 2024, Sep 2024, Nov 2024

• Publicly report our RAP achievements, challenges and learnings, annually. Jan 2024 Jan 2025

• Investigate participating in Reconciliation Australia’s biennial Workplace RAP Barometer.

• Submit a traffic light report to Reconciliation Australia at the conclusion of this RAP.

• Register via Reconciliation Australia’s website to begin developing our next RAP.

May 2024

May 2025

Aug 2024

First Nations & Community Engagement Lead

GM Sustainability, Marketing & Communications

First Nations & Community Engagement Lead