Sandvik Mining and Rock Solutions- Innovate RAP Interim Report 2024

Innovate Reconciliation Action Plan Interim Report 2024

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.

Vision for reconciliation

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 employees 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 be an Employer of Choice for First Nations Australians.

Message from Community Engagement and First Nations Advisor

As we enter the next half of our Innovate RAP 2023-2025, we take some time to reflect on the learnings and achievements we have made in the last 12 months.

We launched the second iteration of our Innovate RAP in May on Worimi Country at our Heatherbrae facility. At the start of the event, we were welcomed by Uncle John Ridgeway, Worimi Elder. At the launch we took the time to acknowledge what we have achieved thus far: establishing our first national Indigenous supplier agreement, moving to have our RAP merchandise produced by an Indigenous supplier, and implementing our first OnCountry learning offering with Worimi.

The last 12 months we continued to build on the achievements and learnings from our first Innovate RAP. We completed the pilot Stronger Together (First Nations mentoring) Program, we marked 4.2% of our employees identifying as First Nations Australians and we grew our year on year spend with Indigenous businesses by 99%. We continue to work with Indigenous business to understand how we can diversify our suppliers and identify barriers through our onboarding and payment process. Our First Nations Pathways Program has been reviewed through feedback from trainees, alumni and managers to enhance the initiative. We also ran a pilot OnCountry experience to Cherbourg with GaWun Supplies which will be amended with feedback from pilot participants and facilitated again as part of our 2024 learning offerings.

In the next 12 months, we want to increase our engagement with First Nations communities that we operate in, trial and implement a Perth OnCountry learning experience, retain and grow our First Nations employees and continue to increase our spend with Indigenous business. I am looking forward to continuing our reconciliation journey to create meaningful, long term impact for First Nations peoples, communities and organisations.

Our achievements

As we mark the halfway mark of the second iteration of our Innovate RAP 2023-2025, we take time to reflect on what we have achieved, learnt and changed in the last 12 months. See a graph below which highlights how we are tracking against our deliverables.

Employment

In 2024, we officially reached 4.2% of our local employees being First Nations. This is a significant milestone for our organisation and we are focused on retaining our employees and continuing to grow our workforce in the future.

Spend

At the end of 2023, we had a 99% year on year increase in our spend with Indigenous Businesses. We are proud of the growth we have achieved in this space and continue to focus on growing our Indigenous suppliers and spend year on year.

Achieved

On track/In progress

Not started

Learning

In 2023, we trialled and launched our second OnCountry offering, the Cherbourg Ration Shed in collaboration with GaWun Supplies. Co-founder of GaWun Supplies, Michael Grundon, developed an OnCountry experience for our employees in Brisbane to travel and learn about the history of First Nations people in Queensland, their experiences and how this continues to impact society today.

Stronger Together Program Highlights

In 2023, we launched the pilot, Stronger Together Program. Stronger Together is Sandvik Mining and Rock Solution’s First Nations mentoring program. In the first mentoring round, six First Nations mentees participated from a variety of positions across the organisation. The mentees were paired with a mentor from the organisation to help guide them to meet their goals. The Program included four modules: Goal Setting, Cultural Journey, Leadership Vision and an OnCountry experience.

We learnt the importance of having mentors who could meet the mentee face-to-face and the barriers around employees in workshops/ warehouses attending virtual learning workshops.

Securing employment for trainees

Throughout 2023 and 2024 we have had a number of trainees complete our First Nations Pathways Program. Whilst some have moved onto other opportunities, we have had two apply and receive fulltime employment within our organisation – Jikieya Pitt and Haydn Andrews.

“I have been presented with many opportunities which have taught me so much since joining Sandvik through the First Nations Pathways Program. I am now a full time Sandvik employee and throughout my time, I have gained knowledge, lessons, and experiences whilst building relationships with colleagues throughout the organisation. During my traineeship, I completed rotations, which included: Reception, Service Coordination, Rock Tools and Marketing.

I have been mentored by a variety of people in the organisation, this has enabled me to feel comfortable to ask questions about things I am not confident in and embrace my culture in my workplace.”

Jikieya Pitt

“I started my journey with Sandvik in my hometown, Mount Isa on Kalkadoon Country in 2020. I started as a Trade Assistant. The role was offered by Dylan Watson and I was a landscaper doing simple duties around the site such as: house cleaning, prepping equipment and maintenance on the site.

The program concluded with an OnCountry experience where mentees provided positive feedback on the opportunity to meet their First Nations colleagues faceto-face and to learn about someone else’s Country.

Over time, I transitioned into the workshop, where I assisted diesel fitters, hand prepared equipment, warehouse pick and packing and rock tools sharpening drills bits. Under Dylan Watson’s mentorship, I gained insights into how a Sandvik site operates. My journey then took me to Brisbane, on Turrbal Country, where I participated in the First Nations Pathways Program. Here, I completed a Certificate III in Business Administration, honing my skills further. Starting at Reception and later transitioning to Resourcing, I said yes to every opportunity to grow. With the completion of my certificate and the Pathways Program, I secured a full-time role as a Customer Service and Sales Representative.

This is helping to build more understanding of the corporate environment and building meaningful relationships with my colleagues and customers. Sandvik’s commitment to embracing First Nations Australian culture in the workplace has enabled me to embrace my own heritage proudly in the workplace. As an Arrenta Pertame and Warluwarra Man, I am grateful for the opportunity to be confident and proud of my cultural identity at work.” Haydn Andrews

Stronger Together cohort at Worimi Cultural Centre

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 important 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.

Achieved In progress/On track

Not achieved/Not started

Action Deliverable

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

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

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

Maintain and adapt 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.

Co-create engagement plan specific to communities in which we operate with Traditional Owners and/or local First Nations community organisations

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.

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

Organise at least one NRW event each year.

3. Promote reconciliation through our sphere of influence.

4. Promote positive race relations through anti-discrimination strategies.

Status Comment

This process was delayed due to Voice Referendum. Work in this space has since recommenced in 2024.

Engagement plan from previous RAP is still being utilised. To be reviewed for future engagement

Refer to comment in 1.1.

Refer to comment in 1.1.

In progress for 2024 NRW.

In progress for 2024 NRW.

In progress for 2024 NRW.

In progress for 2024 NRW.

In progress for 2024 NRW.

In progress for 2024 NRW.

Register all our NRW events on Reconciliation Australia’s NRW website. In progress for 2024 NRW.

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.

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

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.

Maintain and adapt 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.

Employee engagement strategy has been developed.

In progress for 2024 events.

Ongoing. We have met with customers and other organisations who operate with a RAP.

As above.

Available on Workday.

Available on Workday in Module 2.

DSI Underground & Sandvik Rock Processing have developed their own RAP.

Ongoing. Have met with BHP Mount Arthur Coal, Redpath and Macmahon. More customers to be met with this year. Not due until December.

Complete for 2023. To be reviewed again in September 2024.

Complete for 2023. To be reviewed again in September 2024.

Complete. Reviewed by Community Engagement and First Nations Advisor and Reconciliation Advisory Committee.

Ongoing. Senior Leader to attend OnCountry in 2024.

Respect

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

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.

8. Recognise and celebrate First Nations Dates of Significance

Status Comment

Conduct a review of cultural learning needs within our organisation. In progress.

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

Reviewed Strategy to be sent to Reconciliation Advisory Committee and External First Nations Advisor.

Maintain and adapt a cultural learning strategy document for our staff. In progress.

Trial and implement face-to-face cultural learning offerings.

Cherbourg OnCountry implemented in 2024. Perth OnCountry to be trialled in 2024.

Ensure all managers complete at least one cultural learning offering through set development targets. In progress.

Ensure all managers of First Nations staff undertake cultural awareness training. In progress.

Provide opportunities for RSC, First Nations Advisory Committee, HR managers and other key leadership staff to participate in formal and structured cultural learning. In progress.

Management Team undertake one on Country learning experience annually.

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.

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

Recruit and announce annual internal Local RAP Champions to facilitate reconciliation events onsite.

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

In progress. Management team to participate in Perth OnCountry in 2024.

Complete.

Complete.

On track. Deliverable due in July.

Complete.

Complete.

Complete.

Complete.

In progress for 2024.

In progress for 2024.

In progress for 2024.

In progress for 2024.

Complete.

Complete for 2023 and 2024. 2025 To be complete.

Complete.

Achieved In progress/On track Not achieved/Not started

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

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

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

Maintain and adapt our First Nations Australian recruitment, retention and professional development strategy.

10. Develop and maintain a successful First Nations Pathways Program

11. Increase First Nations Australian supplier diversity to support improved economic and social outcomes.

Ongoing. Feedback from First Nations employees has been received. Needs to be reviewed and implemented.

In progress.

Strategy has been reviewed, feedback is pending. Will be implemented once feedback received.

Advertise job vacancies to effectively reach First Nations Australian stakeholders. Not started.

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.

Investigate and trial a cultural leave program for staff

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

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

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

Maintain and adapt Indigenous procurement strategy

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.

Complete.

We have marked 4.2% however, we are now focussed on retaining First Nations employees.

Complete. Stronger Together Program to be renewed in 2025.

Not started.

In progress.

In progress.

Not started.

In progress. Strategy is being reviewed.

In progress.

In progress.

On track.

Develop and implement overarching First Nations Procurement Policy. Not started.

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

To be attended in August 2024.

On track. 2022-2023 marked 99% YoY increase in spend.

Complete.

Not started.

Achieved In progress/On track Not achieved/Not started

Governance, tracking progress and reporting

Action Deliverable

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

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

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

Maintain First Nations Australian representation on the RSC.

Maintain and adapt 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.

Set up First Nations Advisory Committee to report and advise RSC.

Advertise and appoint external First Nations Advisor to the RSC.

Create and apply terms of reference for First Nations Advisory Committee.

Status Comment

Complete.

Complete.

On track.

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.

Complete.

Complete. Jahna Cedar OAM appointed in 2024.

Complete.

Define resource needs for RAP implementation. In progress.

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.

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.

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

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

On track. Management team updated through team meetings and webinar updates.

Complete. Weavr implemented to report and track RAP deliverables.

Complete.

Complete.

Complete in 2023. Will be completed again in 2025.

Complete in 2023. Will be completed again in 2025.

Report RAP progress to all staff and senior leaders quarterly. In progress. Updates shared in monthly webinar.

Publicly report our RAP achievements, challenges and learnings, annually. Complete.

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

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

Not started. Will be complete at conclusion of Innovate RAP.

Register via Reconciliation Australia’s website to begin developing our next RAP. Not started. Will be complete in 2025.

Achieved In progress/On track Not achieved/Not started

Closing message - RAP Sponsor

At the conclusion of this interim report, I want to extended my heartfelt graditude for all involved in our RAP journey, for their unwavering dedication and commitment to reconciliation. Together, let’s continue to strive for a future built on respect, understanding, and equity for all.

As we pause to reflect on the strides made during the first half of our Innovate RAP 2023-2025 journey, I am filled with gratitude for the progress achieved to date. These achievements would not have been possible without the continued dedication of all involved.

I would like to personally express my heartfelt thanks to our First Nations and Community Engagement Advisor, RAP Steering Committee, RAP Champions and our RAP Advisory Committee, as well as many others who have shown unwavering commitment to ensure we continue to strive towards our shared goal of reconciliation.

From the launch ceremony on Worimi Country, to the implementation of various initiatives aimed at fostering meaningful engagement and economic opportunities, we have continued to work towards creating a more equitable future.

In the past year, we have celebrated significant milestones, including the establishment of our first national Indigenous supplier agreement, the expansion of our First Nations workforce to 4.2%, and a remarkable 99% increase in our spend with Indigenous businesses. The success of programs like the Stronger Together mentoring initiative and the First Nations Pathways Program exemplifies our proactive approach to nurturing talent and fostering cultural understanding within our organization. The testimonials of Jikieya Pitt and Haydn Andrews serve as poignant reminders of the transformative impact that these programs can achieve.

To date, we have completed 30% of our deliverables, with the remaining on track to be achieved in line with the conclusion of the second iteration of our Innovate RAP 2023-2025. Whilst this report highlights our progress to date, it also serves as a reminder of the significant work still ahead of us.

Looking ahead, we want to continue to deepen our engagement with First Nations communities, explore new avenues for learning and collaboration, and continue our efforts to increase employment and procurement opportunities. Our commitment to reconciliation is unwavering, and we remain dedicated to driving positive change for First Nations peoples, communities, and organizations.

Let’s continue to engage authentically, listen intently, and act decisively as we strive to achieve our shared goals of reconciliation. We look forward to achieving all of the deliverables set out in this RAP and continuing our reconciliation journey post 2025.

Kate Bills General Manager – Sustainability, Marketing and Communications

Sandvik employees with Leah Cummins, artist, and Uncle John Ridgeway, Worimi Elder, at Innovate RAP Launch

RAP artwork: Change Through Time

Artist: Leah Cummins