SANDVIK RECONCILIATIONINNOVATEACTION PLAN 2020-2022 FINAL REPORT OUR PROGRESS TOWARDS RECONCILIATION
ACKNOWLEDGMENT OF
Sandvik acknowledges and respects Aboriginal and Torres Strait Islander peoples as the First Australians. We value and celebrate the uniqueness of their knowledge, cultures, histories and languages that have been created and shared for at least 65,000 years.
OUR VISION FOR RECONCILIATION
Our vision for reconciliation is that Aboriginal and Torres Strait Islander people of this country will be restored to a place of equity, dignity and respect.
Traditional Custodians of Australia and their ongoing connection to culture, community and Country. We recognise the Traditional Custodians as the First Australians and pay our respects to the Elders of the past, present and future, for they are the holders of the memories, stories, traditions and culture of First Nations Australia. We are privileged to operate on 19 First Nations Countries throughout Australia and respect, appreciate and acknowledge each of those groups who continue to walk and look after the lands we work on.
COUNTRYSandvikacknowledgesthe
WelcomeCONTENTSfromManagingDirector 2 Welcome from Community Engagement 3 and First Nations Participation Advisor Our Learnings 4 Our Achievements 5 Final Report Key 7 Our Report at a Glance 7 Relationships 8 Respect 10 Opportunities 12 Governance, Tracking Progress and 15 AboutReportingSandvik 16
We continue to grow our vision of building a strong sense of belonging in an inclusive Sandvik that works respectfully with Aboriginal and Torres Strait Islander employees, stakeholders and communities in partnerships, learnings and collaboration whilst embracing and enhancing the best of our nation’s and the world’s diversity.
Sandvik is committed to opportunities.andthroughreconciliationadvancingauthenticsustainable
Our Innovate Reconciliation Action Plan 2020-2022 (RAP) is a strategic framework designed to strengthen the relationship between First Nations Australians and non-Indigenous Australians. As we close out our current RAP, we look back and reflect on how far we’ve come. We are proud of the significant progess we have made over the past two years to advance reconciliation within our organisation. There has been a shift in our staff and workplace culture which has positively impacted our reconciliation journey.
Sandvik is a global organisation which employs around 1,100 people in Australia. It is imperative we contribute to and have a positive influence on reconciliation with First Nations Australians and the communities in which we operate. We are committed to walking together with First Nations Australians to create a reconciled Australia which appreciates their cultures, languages, and traditions.
MESSAGES
We are committed to using engineering and innovation to make the shift towards more sustainable business. We take a holistic approach into our sustainability agenda and our RAP aligns with our 2030 Sustainability Goals specifically, the Fair Play (always do the right thing) and People Goal (zero harm to people). Our RAP is one example of how we are creating a more sustainable business through reporting transparently and educating our staff members to minimise the risk of First Nations colleagues feeling culturally unsafe in the workplace.
2SandvikManagingScrivensDirectorAustralia SANDVIK | INNOVATE RAP FINAL REPORT 2020-2022
Wayne
MESSAGE FROM MANAGING DIRECTOR
Be Brave. Make Change.
We will continue to work and listen to First Nations Australians, communities, and organisations to deepen our knowledge and understanding of our shared history. We are committed to reconciliation, and we will continue this journey throughout our next Innovate RAP.
As we conclude our current RAP, we have completed 90% of our RAP deliverables. The 10% which have not yet been completed, have the right framework and support in place to be appropriately delivered in our next Innovate RAP. 90% is a significant achievement and this is a credit to all the hard work of our Reconciliation Steering Committee and our employees who support our commitment to reconciliation.
When(2020-2022).Ijoined
Over the past couple of years our RAP has assisted us to implement cultural learning offerings, Indigenous procurement strategies, and First Nations employment programs. In addition, we have continued to create meaningful and authentic relationships with First Nations people, organisations, and communities. We look forward to continuing these relationships, programs, and strategies into the future.
Community Engagement and First Nations Participation Advisor Sandvik Australia
MESSAGE FROM COMMUNITY ENGAGEMENT AND FIRST NATIONS PARTICIPATION ADVISOR
MESSAGES
Sandvik, we were halfway through our Innovate RAP journey. The foundations were strong, and we had the support to grow and develop our strategies, programs, and initiatives in this space. We are strongly committed to reconciliation and doing the right thing, the right way.
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I am proud to work for an organisation who is genuinely committed to reconciliation and the truth-telling required on this journey. We are proud of the progress we have made thus far and look forward to continuing to do our part in reconciliation in the
Hegarty
Melitafuture.
I am pleased to introduce the final report of our current Innovate RAP which details how we tracked with our commitments over the last two years
THE WAY WE EMPLOY - FIRST NATIONS PATHWAYS PROGRAM
THE WAY WE SPEND - PROCUREMENT
THE WAY WE LEARN - CULTURAL LEARNING OFFERINGS
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.
LEARNINGS
Over the past two years, our learning curve has been steep, and we have listened, reflected and made changes when needed. 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:
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 actively 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.
OUR INNOVATE RAP 20202022 LEARNINGS
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.
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 our staff have come forward and asked what further training they can do to expand their knowledge in this space. This prompted us to
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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.
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.
investigate and trial OnCountry learning offerings and incorporate this opportunity in our Cultural Learning Strategy.
MAJOR SUPPLIER AGREEMENT - YAKEEN SAFETY
Throughout our Innovate RAP 2020-2022 journey, we have achieved several milestones, which will be identified throughout this document and we have highlighted a few below.
As mentioned in our 2021 Progress Report, 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.
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, to increase our colleague’s knowledge about these significant events and promote Sandvik’s commitment to reconciliation in the community.
AUSTRALIAN MINING PROSPECT AWARDS
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FIRST NATIONS EMPLOYMENT – 3.4%
LOCAL RAP CHAMPIONS NETWORK19 RECONCILIATION EVENTS ACROSS
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.
ACHIEVEMENTS
AUSTRALIA
OUR INNOVATE RAP 20202022 ACHIEVEMENTS
Our goal for First Nations employment in our our first Innovate RAP was 4%. Although we did not meet this goal, we are extremely proud of the progress we have 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 locations. 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 Overneeded.the
In 2022, Sandvik had the absolute honour of accepting the Indigenous Engagement Award at the Australian Mining Prospect Awards for the work we’ve done with our Innovate Reconciliation Action Plan. We’re proud to be a recipient of this award and recognise all the people who contributed to making this a possibility.
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Started but not complete in current RAP
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We are extremly proud of this progress and we look forward to making strides in the reconciliation space both inside our organisation and in the communities in which we operate.
When the deliverable is in progress and will be completed in the next Innovate RAP.
When we have completed the requirements of the deliverable.
Complete
OUR RAP AT A GLANCE
REPORT KEY & OUR RAP AT A GLANCE
We completed 90% of our RAP deliverables. Unfortunately, we started but did not complete the remaining 10% of deliverables however, these actions will roll into our next Innovate RAP.
FINAL REPORT KEY
and maintaining respectful and sustainable relationships with First Nations Australians enables Sandvik to better understand the needs and aspirations of First Nations people, and to encourage them to consider Sandvik as an employer of choice.
The Sandvik Group is a global company and we have opened the question to other Sandvik global locations about their relationships with respective First Nations
In 2020, we were proud to launch our Innovate RAP with an event. The launch ceremony commenced with a Welcome to Country and smoking ceremony by Shannon Ruska, a bloodline descendant of the Yuggera, Turrbal, Nunukul, Gorenpul/Cooperoo and Yugembir nations.
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RELATIONSHIPS
For National Reconciliation Week in 2022, our Milton office hosted an event which included a Welcome to Country by Tribal Experiences, screening of Tales by Light and a guest speaker, Levi-Joel Tamou. Levi-Joel selflessly shared his story and role now as founder of the Indigenous Futures Foundation. The Indigenous Futures Foundation is focused on food security for First Nations peoples and communities. To read more about the Indigenous Futures Foundation, the incredible work they do and how to get involved, click here
SHARED EXPERIENCE
We strongly believe in fostering and maintaining connections and partnerships, to expand our body of knowledge to create change and advocate for ideas that benefit Australia in the spirit of reconciliation.
Buildingpeople.
Building strong relationships between First Nations Australians and non-Indigenous peoples is important to Sandvik and our core business.
1.1 Ensure Aboriginal and Torres Strait Islander staff are represented on the RSC.
1. Sandvik’s monitors(RSC)SteeringReconciliationCommitteeactivelyRAP development implementationandof
1.3 RSC meets at least four times a year to monitor and report on RAP implementation with all information published on Sandvik’s Intranet.
Complete.
2.2 Register all NRW events via Reconciliation Australia’s NRW website.
Complete.
Complete. In 2022, our Milton Office invited an external First Nations Australian to share their story and experiences.
Complete. Local RAP Champions assisted to disseminate NRW Tool Kits.
Complete. In 2022 we hosted 10 NRW events, with the assistance of Local RAP Champions.
1.2 Revise and apply Terms of Reference for the RSC.
2.4 Extend an invitation to Aboriginal and Torres Strait Islander peoples in each respective site location to share their reconciliation experiences or stories.
OUR APPROACH
actions, tracking and reporting on progress.
2. Celebrate and participate in National Reconciliation Week (NRW) by opportunitiesprovidingto
Complete. Intranet article was posted to share information and resources for staff to participate in external NRW events.
2.1 Plan and organise at least one internal event for NRW each year at each Sandvik hub location.
2.5 Encourage staff to participate in external events to recognise and celebrate NRW. Any internal events to be “livestreamed” and published on the Sandvik Intranet.
Complete.
2.6 Create an NRW Tool Kit for all Site Managers/ Supervisors to promote and disseminate to their respective staff.
ACTION DELIVERABLE STATUS PROGRESS
Complete. In 2021 our staff in the Milton office attended a NRW event held by the wider office building. In 2022, RSC were sent local NRW events in their location.
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This was complete at the start of our Innovate RAP. There have been staff changes which resulted in 1/10 members identifying as First Nations. We will increase First Nations representation on the RSC in our next Innovate RAP.
2.3 Ensure our RSC participate in an external event to recognise and celebrate NRW.
build and maintain relationships between Aboriginal and Torres Strait Islander peoples and other Australians.
3. Develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes.
3.2 Actively participate in the Indigenous Reference Group for the MoU of Queensland Resources Council.
3.1 Meet with local Aboriginal and Torres Strait Islander stakeholders and organisations to develop guiding principles for future engagement across all sites.
This was complete however the MoU group is no longer funded by the Queensland Government and has been disassembled as a result. We are still continuing to work with the Queensland Resources Council on its new scope of works.
4.1 Communicate our commitment to reconciliation publicly and share on Sandvik’s intranet.
Complete. The launch of our RAP was announced via press release, socials and on the intranet. We continue to showcase our commitment to reconciliation both internally and externally.
4.3 Promote reconciliation through ongoing active engagement with all stakeholders.
4.5 Create an E-Learning of Sandvik’s Reconciliation Action Plan that can be viewed at any time on Sandvik’s intranet.
Complete.
4.4 Create a flowchart that displays the life cycle of an employee with focus on their RAP journey as a newstarter throughout their employment.
3.3 Develop and implement an Engagement Plan to work with Aboriginal and Torres Strait Islander stakeholders and organisations.
4.2 Explore opportunities to positively influence our external stakeholders to drive reconciliation outcomes.
Complete.
ACTION DELIVERABLE STATUS PROGRESS
Complete.
Complete.
We have met with some local First Nations stakeholders to consult on our engagement processes however, we will look to expand this engagement to other locations in our next Innovate RAP.
4. Raise internal & external awareness of our RAP to promote reconciliation across our business and sector.
Complete. Acknowledgment of Country slides are compulsory in the Sandvik Australia’s PowerPoint template. Additionally, we have utilised meetings with our customers to promote our ongoing commitment to reconciliation.
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5.3 Develop, implement and communicate an anti-discrimination policy for Sandvik.
Complete. We requested quotes and decided we would not proceed with animating the artwork and invest those funds into Cultural Awareness training and other RAP initiatives.
4.6 Implement strategies to engage our staff in reconciliation.
Complete. We have implemented a number of initiatives including: Acknowledgment of Country slides, Welcome and Acknowledgment of Country e-learning module and consistent sharing of events and initiatives via the intranet.
5.4 Educate senior leaders on the effects of racism.
Complete.
5.1 Conduct a review of HR policies and procedures to identify existing anti-discrimination provisions, and future needs.
5. Promote positive race relations through antidiscrimination strategies.
4. Raise internal & external awareness of our RAP to promote reconciliation across our business and sector.
Complete.
4.8 Develop a list of RAP organisations and other likeminded organisations that we could collaborate with on our reconciliation journey. This list to be published on Sandvik’s Intranet.
4.7 Request quotes for the animated version of our RAP artwork that will explain in detail all elements within our Sandvik RAP artwork.
ACTION DELIVERABLE STATUS PROGRESS
Complete.
5.2 Engage with Aboriginal and Torres Strait Islander staff and/or Aboriginal and Torres Strait Islander advisors to consult on our antidiscrimination policy.
Complete.
Complete. Senior leaders participated in an onCountry tour with Murrook Cultural Centre on Worimi Country to learn about the history in Newcastle and ‘the Broken Journey’.
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To assist our staff build their knowledge of First Nations cultures and heritage, we have produced four eLearning modules and brought on Mirri Mirri Productions to deliver external cultural awareness training. Throughout our Innovate RAP, Mirri Mirri Productions has delivered seven cultural awareness sessions to over 169 self-enrolled Sandvik staff members.
At Sandvik, we actively seek and promote opportunities to build respect for First Nations Australians people, cultures, lands, waters, knowledges, histories and rights. Throughout the past two years we have invested time and resources to build an inclusive and respectful environment for First Nations Australians culture and heritage.
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One of our senior leaders who attended the OnCountry learning, Andrew Atkinson, shared “On Country Worimi cultural training at Murrook Centre in Nelson Bay during the management meeting was really powerful and valuable. I’d definitely recommend it to the business as a team activity to be able learn and further embrace First Nations culture and support in this country”.
RESPECT
SHARED EXPERIENCE- ONCOUNTRY LEARNING
Complete.
STATUS PROGRESS
6.3 Consult local Traditional Owners and/or Aboriginal and Torres Strait Islander advisors on the development and implementation of a cultural learning strategy.
6.1 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).
Complete.
ACTION DELIVERABLE
RESPECT 13INNOVATE RAP FINAL REPORT 2020-2022 | SANDVIK
Complete. 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.
cultural protocols, such as Welcome to Country meaning.thereofAcknowledgementandCountry,toensureisashared
6.2 Provide opportunities for RSC members, RAP champions, HR managers and other key leadership staff to participate in face-to-face cultural training.
7.1 Increase staff’s understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols.
A consultation of our Cultural Learning Strategy will be undertaken in our next RAP.
6.4 Conduct a review of cultural learning needs within our organisation.
6. Engage employees in continuous cultural learning opportunities to understandingincrease and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements.
Complete.
Complete. This has been successfully implemented and well received by Sandvik Australia staff.
7. Engage employees in TorresoftheunderstandingsignificanceAboriginalandStraitIslander
Complete. E-learning module has been developed for staff to complete within their first three months at Sandvik.
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.
7.2 Ensure that all staff are aware that our Safety Slide and our Acknowledgement of Country slide are compulsory items for presentations.
Complete.
cultural protocols, such as Welcome to Country meaning.thereofAcknowledgementandCountry,toensureisashared
8. opportunitiesProvide for Aboriginal & Torres Strait Islander staff to engage with their culture Week.celebratingcommunitiesandbyNAIDOC
9. Recognise and celebrate Aboriginal and Torres Strait Islander dates of significance.
8.4 Review HR policies and procedures to remove barriers to staff participating in NAIDOC Week.
7.4 Invite a local Traditional Owner or Custodian to provide a Welcome to Country or other appropriate cultural protocol at significant events each year.
8.2 Consult with Aboriginal and Torres Strait Islander peoples to hold an internal or external NAIDOC Week event.
Complete. An internal event was held with a local Aboriginal woman, Melody Ingra, to share the history of NAIDOC and its meaning to Aboriginal and Torres Strait Islander people. In 2022, we had Uncle Joseph Kirk speak to our staff about his story and the history of the Brisbane region.
7.5 Organise and display an Acknowledgment of Country plaque or on display signs in our site locations and office/s which also displays Sandvik RAP artwork.
8.1 Provide opportunities for all staff to participate in NAIDOC Week.
Complete.
Complete.
RESPECT 14 SANDVIK | INNOVATE RAP FINAL REPORT 2020-2022
9.1 Create an internal staff calendar. Specifically, to promote local community events recognising Aboriginal and Torres Strait Islander dates of significance.
Complete. We had a Traditional Owner Welcome our staff to Country at our RAP Launch, Kick Off, NRW and NAIDOC events.
7. Engage employees in TorresoftheunderstandingsignificanceAboriginalandStraitIslander
Complete. Local RAP Champions organised local NAIDOC Week events.
Complete. A calendar was developed and shared on the Community Engagement intranet page.
ACTION DELIVERABLE STATUS PROGRESS
8.3 Reconciliation Steering Committee to participate in an external NAIDOC Week event.
7.6 Develop, implement and communicate a cultural protocol document, including protocols for Welcome to Country and Acknowledgement of Country.
Events were shared with the RSC to participate and attend however, due to conflicting calendars and cancelled events we were unable to attend an external NAIDOC Week event.
OPPORTUNITIES
After I completed my traineeship, I was fortunate to be offered a full-time position as an Accounts Receivable Officer. The transition from traineeship to full-time employment was challenging but rewarding. I have been exposed to many opportunities which have enabled me to learn and grow. For example, I was asked to join Sandvik’s Local RAP Champion team, where I contributed my ideas and thoughts for First Nations dates of significance throughout the year.
I am thankful for all the opportunities Sandvik has presented and can’t wait to see what the future holds.”
We continually invest in building a culturally safe organisation through regular review of policies, processes and training for our employees.
““I joined Sandvik in 2021, through a traineeship in Business Administration (CERT III). I spent the first eight months as Receptionist and then I advanced into a role in Accounts Receivable for the remaining four months.
In 2021, we launched our First Nations Pathways Program which is a traineeship for First Nations Australians where they can work to achieve a Certificate III in Busines Administration and gain experience from working across a variety of areas within our business.
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Shanice Jackson Accounts Receivable Officer
We are also committed to procuring goods and services from Indigenous Businesses and Enterprises. Indigenous organisations are included in our nation-wide supplier listing and headline our product selections.
At Sandvik, we have a passion for diversity and inclusion, and we wish to offer meaningful employment which builds the knowledge, understanding and respect for First Nations Australian peoples, cultures andOnecommunities.ofourFirstNations
employees shared her experience, see her remarks below.
11. incorporateopportunitiesInvestigatetoAboriginal
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10.5 Develop and implement Aboriginal and Torres Strait Islander employment pathways (e.g. traineeships or internships).
Complete. Ads have been posted in the Koori Mail and with Shine People Solutions to advertise job vacancies.
and Torres Strait Islander supplier diversity within our organisation.
10.2 Review HR and recruitment procedures and policies to remove barriers to Aboriginal and Torres Strait Islander participation in our workplace.
10. improveopportunitiesInvestigatetoandincrease
Complete. We have created a First Nations Pathways Program in our Milton office. Professional, apprenticeship and traineeship opportunities are advised across all our sites in Australia.
11.1 Review and update procurement policies and procedures to ensure there are no barriers for procuring goods and services from Aboriginal and Torres Strait Islander businesses.
ACTION DELIVERABLE STATUS PROGRESS
Aboriginal and Torres Strait Islander employment outcomes within our workplace
Complete.
10.4 Advertise job vacancies to effectively reach Aboriginal and Torres Strait Islander stakeholders via Aboriginal and Torres Strait Islander media outlets.
To be completed in next RAP. Currently sitting at 3.4%.
11.2 Develop and implement an Aboriginal and Torres Strait Islander Procurement Strategy.
Complete.
11.3 Develop and publish on Sandvik Intranet a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services, that are registered suppliers of Sandvik.
Complete.
10.6 Create pathways to increase Aboriginal and Torres Strait Islander employment rate to 4%.
Complete.
Complete. Sandvik is working with Shine People Solutions and Aboriginal Employment Strategy to attract First Nations Australian employees.
10.3 Create and review an Indigenous Employment Strategy to attract and retain Aboriginal and Torres Strait Islander employees and future applicants participating in our workplace.
10.1 Engage with Aboriginal and Torres Strait Islander employees to consult on our recruitment, retention and professional development strategy.
Complete.
11.5 Update and maintain a list of key contacts (approved suppliers) for organising a Welcome to Country and maintaining respectful partnerships which will be shared on company Intranet.
11. incorporateopportunitiesInvestigatetoAboriginal
Complete.
Complete.
11.6 Investigate Supply Nation membership.
12.2 Establish access to an Aboriginal and Torres Strait Islander staff network to provide peer support to the wellbeing and morale of employees. This is a positive way for Sandvik to show support to our Aboriginal and Torres Strait Islander employees who may also find a mentor who is right for them by participating in the network.
Complete. Sandvik has created two commercial partnerships with Indigenous Businesses: Yakeen Safety and Geared Up Culcha.
In progress. We have started developing a First Nations Mentoring Program which will be rolled out in 2023.
ACTION DELIVERABLE STATUS PROGRESS
and Torres Strait Islander supplier diversity within our organisation.
grow networks for Aboriginal and Torres Strait Islander staff within Sandvik.
12.1 Create and develop a cultural mentoring network for existing staff and managers.
11.4 Develop at least one commercial relationship with an Aboriginal and/or Torres Strait Islander owned business.
Complete. Sandvik’s First Nation Staff Network has been established to provide peer support, share information and collaborate across different areas of the business. This will be enhanced through the course of our next Innovate RAP with a structured annual program.
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12. opportunitiesInvestigateto
• Andrew Dawson,
Line Manager - Services
• Nathan Cunningham, Business
• Andrew Avard,
Indirect Purchasing Manager
• Kate Bills, Sustainable Business,
Participation Advisor
We have set-up a Reconciliation Steering Committee (RSC) which is made up of both First Nations and non-Indigenous employees who are all committed to ensuring we meet the deliverables we’ve set-out to achieve in this RAP. After we achieve these deliverables, we aim to progress to implementing our next Innovate RAP and continue on our reconciliation journey.
Planning Manager
Central Maintenance Planner
• Allen Bellew,
• Tanya Llado,
Account Manager
Technical Sales Manager
• Melita Hegarty, Community & First Nations
RSC
Engagement
• Michael Zirbel, Global
GOVERNANCE, TRACKING PROGRESS AND REPORTING
MEMBERS 18 SANDVIK | INNOVATE RAP FINAL REPORT 2020-2022
Marketing & Communications Manager
General Manager - HR & EHS
Business Line Manager - Load & Haul
• Kylie Cook, Workforce
• Simon Adams,
ACTION DELIVERABLE STATUS PROGRESS
15. Review, refresh, and update RAP.
15.1 Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges, and achievements.
13.1 Define resource needs for RAP implementation.
Complete. Allen Bellew, General Manager- HR and EHS SA AUS & NZ, was appointed as RAP Champion.
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13. Provide appropriate support for implementationeffectiveofRAP commitments.
13.4 Appoint and maintain an internal RAP champion from senior management.
14. Report RAP Australia.Reconciliationlearningschallenges,achievements,andto
15.3 Submit draft RAP to Reconciliation Australia for formal endorsement.
Complete.
Will be completed after this RAP period.
13.2 Engage our senior leaders and other staff in the delivery of RAP commitments.
14.3 Report RAP progress to all staff and senior leaders quarterly. Complete.
14.2 Publicly report our RAP achievements, challenges, and learnings annually. Complete.
Complete. An excel spreadsheet was created and shared with RSC to measure and report on RAP commitments.
14.4 Investigate participating in Reconciliation Australia’s biennial Workplace RAP Barometer. Complete.
14.1 Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually. Complete.
13.3 Define and maintain appropriate systems to track, measure and report on RAP commitments.
Complete.
15.2 Send draft RAP to Reconciliation Australia for review and feedback.
Will be completed after this RAP period.
Complete. Senior leaders are engaged in the delivery of RAP commitments through the RSC.
In 2018, Sandvik launched the annual NAIDOC Quiz, which is used to track the progress of staff’s knowledge and understanding of First Nations Australians people and cultures. There is a high participation in the quiz across our locations in Australia. We find that the quiz sparks a lot of conversations and as you can see from the comments, it has been received really well! Participation in the quiz is high across all sites. See below some of the feedback our colleagues have shared.
Good education leading me to Google what I did not know.
It is important that we
The more I read and hear the more I understand.
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We had an amazing Reconciliation event, and a lot of our site employees were very impressed and engaged with the event. We also had a site BBQ and NAIDOC 2022 cake, and this was well supported and received. Our facility really got behind the Indigenous Literacy program last year and already after sending out a site wide email to promote this year’s book drive we have already started to get donations of beautiful books to provide to the indigenous children in our area. I am loving that our company is gaining momentum and believe we have delivered on our RAP very well.
Since joining Sandvik in May I have learned more about Indigenous history, heritage and culture than I have previously known or been exposed to. I am more aware of the historical context of reconciliation and I benefited greatly from hearing the historical stories through the Mabo screening and The Sunshine Club theatre production. I also benefited from the Mirri Mirri training.
Constantly increasing awareness of what reconciliation means and how we all have a part to play.
NAIDOC QUIZ
Each time I answer these questions - I have to do some research so it reinforces my knowledge and opens my eyes some more.
Individuals can make a difference.
walk together.
What I’ve learnt most from participating in NAIDOC and Reconciliation week events is the individual responsibility that each and every one of us has to champion change and create better opportunities for First Nations people. There’s so much I’ve learnt over the years about the culture, history and contribution of Aboriginal and Torres Strait Islander People - it’s great to see us continue to be involved in these events and other opportunities to learn.
Participating in the events and quiz gave me an opportunity to explore more and understand the meaning of the theme and the purpose of the events. I have learned new information while answering the quiz.
SANDVIK MINING AND ROCK SOLUTIONS
ABOUT SANDVIK
SANDVIK MANUFACTURING AND MACHINING SOLUTIONS
SANDVIK ROCK PROCESSING SOLUTIONS
21INNOVATE RAP FINAL REPORT 2020-2022 | SANDVIK
and infrastructure industries, such as automated and electric mining equipment and eco-efficient rock processing
Our operations are based on unique expertise in materials technology, extensive knowledge about industrial processes and close customer cooperation. This combination, coupled with continuous investments in research and development (R&D), has enabled us to achieve world-leading positions in the following areas:
• Equipment and tools, service, digital solutions and sustainability-driving technologies for the mining
A leading supplier in equipment and tools, service and technical solutions for the mining and construction industries. Application areas include rock drilling, rock cutting, loading and hauling, tunneling, and quarrying.
A global market-leading manufacturer of tools and tooling systems for advanced industrial metal cutting. Products are manufactured in cemented carbide and other hard materials such as diamond, cubic boron nitride and special ceramics. The business area also comprises the areas of additive manufacturing and digital manufacturing.
Sandvik has locations throughout Australia and employs close to 1,100 people locally.
A leading supplier of equipment, tools, parts, service and solutions for processing rock and minerals in the mining and construction industries. Applications include crushing, screening, breaking and demolition.
ABOUT SANDVIK
The Sandvik Group conducts operations in three business areas:
Sandvik is a high-tech and global engineering Group with approximately 44,000 employees with a strong commitment to enhancing customer productivity, profitability, and sustainability.
• Metal-cutting tools, tooling systems and digital solutions driving higher efficiency and automation in component manufacturing, as well as industrial metrology technologies, additive manufacturing services and metal powder.
HOME.SANDVIK HEAD LEVELOFFICE5,135CORONATION DRIVE MILTON, QLD 4064 POSTAL ADDRESS LOCKED BAG 6 MILTON, QLD 4064 +61 7 3637 7400 ForENQUIRIESpublicenquries about our Innovate RAP 2020-2022 Final Report please address requests to: community engagement@sandvik.com
