Sandvik Innovate RAP

SANDVIK INNOVATE RECONCILIATION ACTION PLAN 3%04%-"%2 ̓ !5'534

!#+./7,%$'%-%.4 /& #/5.429 Sandvik acknowledges the Traditional Owners of Country throughout Australia and recognises their continuing connection to lands, waters and communities. We pay respect to elders both past and present and we acknowledge all Indigenous and nonIndigenous persons.

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Sandvik acknowledges and respects Aboriginal and Torres Strait Islander peoples as the First Australians. We value and celebrate the uniqueness of knowledge, cultures, histories and languages that have been created and shared for at least 65,000 years.

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.

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.

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CONTENTS

2 3 4 5 6 7 8 9 11 12 18 22 28

MESSAGE FROM MANAGING DIRECTOR MESSAGE FROM RECONCILIATION AUSTRALIA -%33!'% &2/- 2%#/.#),)!4)/. 34%%2).' #/--)44%% ̇23#̈ #(!-0)/.

INTRODUCING OUR RECONCILIATION STEERING COMMITTEE !"/54 4(% !24)34 4(% 3!.$6)+ 2%#/.#),)!4)/. !#4)/. 0,!. !247/2+ 3!.$6)+ ̓ /52 "53).%33 /52 2%#/.#),)!4)/. !#4)/. 0,!.

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Sandvik Innovate Reconciliation Action Plan

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MESSAGE FROM MANAGING DIRECTOR At Sandvik, diversity is at the heart of our business and is an integral part of who we are as a company.

Our goal is to both create a work environment that provides all our employees with equal access to information, development and opportunity and to attract, develop and retain the best and brightest from all walks of life and backgrounds. This requires us to have a culture of inclusion where all individuals feel respected, are treated fairly, can achieve a healthy work-life balance, and have the opportunity to excel in their chosen careers.

Our commitment to diversity, inclusion and reconciliation is one of the many reasons that I am extremely honoured and proud to introduce Sandvik’s Innovate Reconciliation Action Plan (RAP) 2020–2022.

“We are committed to working together across all our locations.“

the steps we should take to prepare for reconciliation initiatives in successive RAPs. In this RAP we set a commitment to develop stronger relationships with Aboriginal and Torres Strait Islander peoples.

Since commencing our journey we have seen our employment of Aboriginal and Torres Strait Islander people consistently increase. Those roles being from management through to junior roles. By the end of our Innovate RAP we plan to increase our Aboriginal and total workforce in Australia.

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Sandvik Innovate Reconciliation Action Plan

At Sandvik, we are committed to working together to look forward to continuing our existing relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations through further education and engagement.

I encourage you to read our Innovate Reconciliation Action Plan and join with us to make a purposeful

Torres Strait Islander peoples and communities.

Wayne Scrivens Managing Director Sandvik Australia

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Reconciliation Australia is delighted to welcome 3ANDVIK TO THE 2ECONCILIATION !CTION 0LAN 2!0 program by formally endorsing its inaugural )NNOVATE 2!0 As a member of the RAP community, Sandvik joins over 1,000 dedicated corporate, government, and notFOR PROdžT ORGANISATIONS THAT HAVE FORMALLY COMMITTED to reconciliation through the RAP program since its inception in 2006. RAP organisations across Australia are turning good intentions into positive actions, helping to build higher trust, lower prejudice, and pride in Aboriginal and Torres Strait Islander cultures.

Reconciliation is no one single issue or agenda.

Based on international research and benchmarking, 2ECONCILIATION !USTRALIA DEdžNES AND MEASURES RECONCILIATION THROUGH džVE CRITICAL DIMENSIONS RACE relations; equality and equity, institutional integrity; unity; and historical acceptance. All sections of the community – governments, civil society, the private sector, and Aboriginal and Strait Islander communities – have a role to play to progress these dimensions.

The RAP program provides a framework for organisations to advance reconciliation within their SPHERES OF INLJUENCE 4HIS )NNOVATE 2!0 PROVIDES Sandvik with the key steps to establish its own unique approach to reconciliation. Through implementing an Innovate RAP, Sandvik will develop its approach to driving reconciliation through its business activities, SERVICES AND PROGRAMS AND DEVELOP MUTUALLY BENEdžCIAL relationships with Aboriginal and Torres Strait Islander stakeholders.

We wish Sandvik well as it explores and establishes its own unique approach to reconciliation. We encourage Sandvik to embrace this journey with open hearts and minds, to grow from the challenges, and to build on its successes. As the Council for Aboriginal Reconciliation REMINDED THE NATION IN ITS džNAL REPORT

“Reconciliation is hard work – it’s a long, winding and corrugated road, not a broad, paved highway. $ETERMINATION AND EDžORT AT ALL LEVELS of government and in all sections of the community will be essential to make reconciliation a reality.”

On behalf of Reconciliation Australia, I commend Sandvik on their Innovate RAP and look forward to following its ongoing reconciliation journey.

Karen Mundine #HIEF %XECUTIVE /LjCER Reconciliation Australia

Sandvik Innovate Reconciliation Action Plan

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-%33!'% &2/- 2%#/.#),)!4)/. 34%%2).' #/--)44%% #(!-0)/.

I am pleased to introduce our 2020–2022 Innovate 2ECONCILIATION !CTION 0LAN 2!0 CONTINUING Sandvik’s commitment and contribution to Reconciliation in Australia.

We believe that this will assist us to become an employer of choice for Aboriginal and Torres Strait Islander peoples as we continue to develop a workforce that incorporates diversity of thought, culture and skill.

)TśS BEEN OVER TWO YEARS SINCE THE LAUNCH OF OUR džRST 2ELJECT 2ECONCILIATION !CTION 0LAN 4HIS WAS WHEN WE formally commenced our journey towards helping to build awareness and closing the gap through business and employment of Aboriginal and Torres Strait Islander people.

Let me also introduce our Reconciliation Steering Committee Members that will highlight and drive each of the deliverables of our Innovate RAP.

4HE SUCCESS WE HAVE SEEN THROUGHOUT OUR džRST 2!0 journey has been enlightening and rewarding. Sharing these successes with our local communities and within our organisations allows us to build our company’s knowledge, skills and cultural understanding not just within Australia but throughout our global company.

Our company culture is sensitive and considerate towards Aboriginal and Torres Strait Islander cultures, beliefs and heritage. We realise the importance of Aboriginal and Torres Strait Islander business, projects and policies and continue to build respectful relationships across the communities we work in.

This Innovate RAP will support us to develop and test new and innovative approaches to Aboriginal and Torres Strait Islander employment and embed the Reconciliation Action Plan into our organisation.

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Sandvik Innovate Reconciliation Action Plan

Allen Bellew 'ENERAL -ANAGER (2 AND %(3 Sandvik Mining and Rock Technology Sales Area APAC

INTRODUCING OUR RECONCILIATION STEERING COMMITTEE Our Reconciliation Steering Committee (RSC) the company including Aboriginal and Torres Strait

The RSC will oversee the development and implementation of our RAP and liaise with Reconciliation Australia ensuring implementation and progress.

OUR RSC MEMBERS ARE:

Luana Sanders

Allen Bellew General Manager Human Resources and Environment, Health and Safety

Kim Jarrett

Simon Adams

Kylie Cook

Nathan Cunningham

David Gill

Kate Bills

Tanya Llado

Andrew Dawson

Andrew Avard

Michael Zirbel

Community Engagement Officer

Warehouse Worker

Sustainable Business, Marketing and Communications Manager

Accounts Payable Team Leader

Central Planner

Technical Sales Manager, Crushing and Screening

Business Line Manager, Load and Haul

Workforce Planning Manager Human Resources

Indirect Purchasing Manager

Business Line Manager, Service

Global Accounts Manager

Sandvik Innovate Reconciliation Action Plan

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‘Creation Pathways’, Riki Salam, We are 27 Creative.

!"/54 4(% !24)34 Riki Salam, Principal, Creative Director and artist of We are 27 Creative developed “Creation Pathways” FOR 3ANDVIKśS džRST 2ECONCILIATION !CTION 0LAN 2IKI WAS BORN AND RAISED IN #AIRNS ON 9IDINJI LAND IN AND IS A MEMBER OF AND CONNECTED TO +ALA ,AGAW 9A 7ESTERN )SLAND GROUPS 3T 0AULS -OA )SLAND +UKU 9ALANJI 0EOPLES ON HIS &ATHER AND 'RANDFATHERśS SIDE AND A member of the Ngai Tahu people in the South Island of New Zealand on his Mother’s side. Educated in both Cairns and Brisbane he has over 20 years of industry experience as a graphic designer and artist.

2IKI HAS WORKED ON MANY HIGH PROdžLE PROJECTS INCLUDING THE 1ANTAS PAINTED "OEING 9ANANYI $REAMING

produced artworks for Telstra, Origin, Woolworths, THE (EALING &OUNDATION AND THE !USTRALIAN (UMAN Rights Commission to name a few. Riki also designed THE IDENTITY FOR THE ' IN (E WORKS IN PEN

ink and brush, gouache on paper, and with acrylic paints, exploring concepts of traditional culture in a contemporary format. #2%!4)/. 0!4(7!93 Creation Spirit travels across this land, bringing lore, bringing culture, country is created.

Ceremonies performed, songs are sung – we are connected, we are one with this land.

3KILFUL HANDS ADAPT AND REdžNE KNOWLEDGE IS PASSED FROM GENERATION TO GENERATION Rituals and rites, lines direct and guide, tools exchanged – trade continues.

Working together, our direction is clear, our ways are enriched, we celebrate as one.

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Sandvik Innovate Reconciliation Action Plan

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ACTION PLAN ARTWORK This artwork tells a contemporary story of Sandvik, utilising traditional Aboriginal and Torres Strait Islander symbols and motifs. Our story begins in the lower left hand corner of the artwork where two people come together to talk and listen.

4HIS REPRESENTS 3ANDVIKśS džRST CORE VALUE #USTOMER &OCUS 4HE džSH SYMBOL COUPLED WITH THE džSH HOOK REPRESENTS 3ANDVIKśS original identity. The journey continues along the red pathway; discussions are taken into a larger forum. A meeting place - the džRST CIRCLE FROM THE LEFT REPRESENTS 3ANDVIKEN WHERE THE 3ANDVIK company began. This pathway represents the Creation Spirit MOVING ACROSS DIDžERENT COUNTRY INSTILLING THE KNOWLEDGES AND resources of that place to it’s people – this is the Creation pathway.

These circles also represent the growth of the company, looking at the past, present and the future. These three central circles are connected by a variety of smaller circles which represent companies and organisations that have been acquired by Sandvik over the years. These circles also represent the diversity within the organisation itself – Sandvik being represented in over 150 countries worldwide.

At each corner of the artwork are four symbols which represent the company’s core values; starting from the bottom lefthand CORNER AND MOVING IN A CLOCKWISE DIRECTION )NNOVATION 0ASSION 4O Win, Fair Play and Customer Focus. The Sandvik journey begins and continues with one of the key values of Customer Focus, REdžNING AND RENEWING TALKING AND LISTENING

!T EACH STAGE OF THE #REATION PATHWAY ARE SIGNIdžCANT OBJECTS

various tools that were utilised to enable people to survive AND THRIVE ! džSH HOOK STONE AXE HEAD SPEAR TIP BOOMERANG

woomera, digging stick and a number 7 boomerang all represent SIGNIdžCANT TOOLS AND TECHNOLOGY 4HESE OBJECTS AND THEIR KNOWLEDGES WERE REdžNED SOUGHT AFTER AND TRADED THROUGHOUT THE country and also internationally long before European settlement.

The connecting lines that enter from the lefthand side of the artwork represent the beginnings of Sandvik as a company IN 3ANDVIKEN OVER YEARS AGO 4HE džRST SMALLER CIRCLE IS connected to three larger circles which represent the three key PRINCIPAL AREAS OF 3ANDVIK 3ANDVIK -ACHINING 3OLUTIONS 3ANDVIK Mining and Rock Technology, and Sandvik Materials Technology.

Sandvik Innovate Reconciliation Action Plan

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!"/54 3!.$6)+ ̓ /52 "53).%33 Sandvik is a high-tech and global engineering Group with approximately 40,000 employees with a strong commitment to ENHANCING CUSTOMER PRODUCTIVITY PROdžTABILITY AND SUSTAINABILITY 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 achieve worldLEADING POSITIONS IN THE FOLLOWING AREAS - Tools and tooling systems for industrial metal cutting.

- Equipment and tools, service and technical solutions for the mining and construction industries.

- Advanced stainless steels and special alloys as well as products for industrial heating.

The Sandvik Group conducts operations in three business areas: 3!.$6)+ -!#().).' 3/,54)/.3 A 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.

3!.$6)+ -).).' !.$ 2/#+ 4%#(./,/'9 A leading supplier in equipment and tools, service and technical solutions for the mining and construction industries. Application areas include rock drilling, rock cutting, crushing and screening, loading and hauling, tunneling, quarrying and breaking and demolition.

3!.$6)+ -!4%2)!,3 4%#(./,/'9 A world-leading manufacturer of advanced stainless steels and SPECIAL ALLOYS FOR THE MOST DEMANDING INDUSTRIES 4HE ODžERING COVERS a large variety of product forms, such as tube, pipe, bar and strip steel as well as products for industrial heating.

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Sandvik Innovate Reconciliation Action Plan

Sandvik has locations throughout Australia and employs close to 1000 people locally.

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Sandvik services Australia via strategically located service centres.

/52 2!0 )N 3ANDVIK HELD A 4 4OGETHER 4OWARDS 4OMORROW PROJECT WHICH LOOKED AT #OMMUNITY AND 3OCIAL 3USTAINABILITY 4HE PROJECT IDENTIdžED THE NEED and desire to engage with the Aboriginal and Torres Strait Islander communities across Australia.

As part of the T3 project, the team recognised the need TO EMPLOY A #OMMUNITY %NGAGEMENT /LjCER TO LEAD Sandvik through their Reconciliation Action Plan (RAP).

3ANDVIK THEN DEVELOPED OUR 2ELJECT 2!0 WHICH launched in May 2018 and clearly set out the steps Sandvik would take to prepare us for reconciliation initiatives in successive RAPs. We have now progressed to the Innovate RAP - to build upon the work UNDERTAKEN IN OUR 2ELJECT 2!0 AND TO SUPPORT ENHANCE and encourage the celebration of diverse cultures and knowledges.

The Innovate RAP outlines actions that work towards achieving our vision for reconciliation. It focusses on developing and strengthening relationships with Aboriginal and Torres Strait Islander peoples, engaging our employees and stakeholders in reconciliation, developing and piloting innovative strategies and to empower Aboriginal and Torres Strait Islander peoples.

We aim to strengthen our existing relationships by seeking greater sustainability and meaningful change as we continue to derive new relationships going forward. /UR džRST 2!0 SET THE FOUNDATION FOR OUR COMPANY to drive the conversations which then led the way to engage and work towards reconciliation with OUR !BORIGINAL AND 4ORRES 3TRAIT )SLANDER STADž AND COMMUNITIES /UR 2ELJECT 2!0 ESTABLISHED A STANDARD for building and maintaining relationships, providing opportunities to engage and retain Aboriginal and 4ORRES 3TRAIT )SLANDER STADž AND TO ESTABLISH PARTNERSHIPS with Aboriginal and Torres Strait Islander communities, businesses and individuals.

"EFORE OUR 2ELJECT 2!0 WAS FORMALISED WE ENGAGED with an Indigenous artist who created a beautiful artwork that encapsulated the life of Sandvik from our past, to our present and looking into our future. The artwork became a conversation piece and continues to build awareness of Aboriginal and Torres Strait Islander peoples, cultures, histories and communities throughout our company globally.

Sandvik Innovate Reconciliation Action Plan

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/52 2!0 4HE OUTCOMES OF THE INAUGURAL 2!0 HAVE BEEN RELJECTED ON IN VARIOUS discussions and workshops in the past few years and based on these džNDINGS 3ANDVIK HAVE DEVELOPED STRATEGIES TO BETTER EMBED THE 2020–2022 Innovate RAP into core Sandvik business planning processes.

Sandvik’s ultimate goal for our Innovate RAP is to build momentum for a united approach to reconciliation, one that every employee supports and actively contributes to. We are creating and implementing strategies to increase the number of Aboriginal and Torres Strait Islanders we employ, as well as increasing Aboriginal and Torres Strait Islander business partnerships in all our locations across the country.

By building and maintaining these relationships, we continue to demonstrate respect and show support to our Aboriginal and Torres 3TRAIT )SLANDER STADž AND RESPECTIVE COMMUNITIES AND 3ANDVIK WILL continue to play its part in promoting reconciliation in Australia.

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Sandvik Innovate Reconciliation Action Plan

Kyesha Randall Sandvik Mining and Rock Technology

3!.$6)+ś3 #/2% 6!,5%3 4HE 3ANDVIK #ORE 6ALUES ARE REPRESENTED ON THE #REATION 0ATHWAY ARTWORK AND HAVE been interpreted using Indigenous symbols with the descriptions noted below.

This symbol represents two people seated at a meeting place talking and listening to one another, exchanging ideas and working towards better solutions. It also represents the beginning of Sandvik’s journey as it begins and continues with the core value of Customer &OCUS REdžNING AND renewing, talking and listening.

Represented by a Coolamon. Innovation shows the connection between both Sandvik and the Indigenous communities of Australia. The Coolamon is an elongated wooden bowl which had many uses – carrying food, carrying water, carrying babies, sometimes used for digging.

This symbol represents people gathered and seated in a circle talking and listening to one another as equals – discussing and working through issues together for positive outcomes.

This symbol shows a person at the centre of the symbol, represented by a circle, the radiating lines represent the passion and enthusiasm they show outwardly to succeed.

CUSTOMER FOCUS

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We constantly strive to exceed our customers’ expectations and enable them to excel in their business.

We have the courage to turn powerful ideas into purposeful solutions.

We conduct business in a sustainable and responsible manner.

We are passionate about making our company number one.

Sandvik Innovate Reconciliation Action Plan

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2%,!4)/.3()03 Building strong relationships between Aboriginal and Torres Strait Islander people and non-Indigenous peoples is important to Sandvik and our core business. Through maintaining and continually creating our connections and partnerships, we build and expand the body of knowledge for CREATING CHANGE TO ADVANCE IDEAS THAT BENEdžT THE WORLD AND IN the spirit of reconciliation, we work together to collaborate and nurture these ideas.

With the Sandvik Group being a global company, we have opened the question to other Sandvik global locations as to their relationships with their respective First Nations people.

Building and maintaining respectful and sustainable relationships with Aboriginal and Torres Strait Islander peoples is core to our values and the way we do business. It enables Sandvik to better understand the needs and aspirations of Aboriginal and Torres Strait Islander people, and to encourage them to consider Sandvik as an employer of choice.

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Sandvik Innovate Reconciliation Action Plan

“Building and maintaining respectful and sustainable relationships.”

Sandvik Innovate Reconciliation Action Plan

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2%,!4)/.3()03 ACTION

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TIMELINE

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1. Sandvik’s Reconciliation Steering Committee (RSC) actively monitors RAP development and implementation of actions, tracking and reporting on progress.

%NSURE !BORIGINAL AND 4ORRES 3TRAIT )SLANDER STADž ARE represented on the RSC.

Sep 2020

'ENERAL -ANAGER (2 %(3

1.2 Revise and apply Terms of Reference for the RSC.

Oct 2020

#OMMUNITY %NGAGEMENT /LjCER

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.

Sep 2020; Nov 2020; Dec 2020; Mar 2021; Jun 2021; Sep 2021; Jan 2022; Mar 2022

RSC led by Community %NGAGEMENT /LjCER

2. Celebrate and participate in National Reconciliation Week (NRW) by providing opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander peoples and other Australians.

2.1 Plan and organise at least one internal event for NRW each year at each Sandvik hub location.

May 2021; May 2022

",- ,OAD (AUL ",- 3ERVICE Supported by Sustainable Business, Marketing & Communications Manager

2.2 Register all NRW events via Reconciliation Australia’s NRW website.

May 2021; May 2022

Accounts Payable Team Leader

2.3 Ensure our RSC participate in an external event to recognise and celebrate NRW.

May 2021; May 2022

RSC led by Community %NGAGEMENT /LjCER

2.4 Extend an invitation to Aboriginal and Torres Strait Islander peoples in each respective site location to share their reconciliation experiences or stories.

May 2021; May 2022

RSC led by Community %NGAGEMENT /LjCER

May 2021; May 2022

RSC led by Sustainable Business, Marketing & Communications Manager and Community %NGAGEMENT /LjCER

Apr 2021; Apr 2022

#OMMUNITY %NGAGEMENT /LjCER

%NCOURAGE STADž TO PARTICIPATE IN EXTERNAL EVENTS TO recognise and celebrate NRW. Any internal events to be “live-streamed” and published on the Sandvik Intranet.

2.6 Create an NRW Tool Kit for all Site Managers/ Supervisors to promote and disseminate to their RESPECTIVE STADž

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Sandvik Innovate Reconciliation Action Plan

2%,!4)/.3()03 ACTION

$%,)6%2!",%

TIMELINE

2%30/.3)"),)49

3. Develop and maintain MUTUALLY BENEdžCIAL relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes.

3.1 Meet with local Aboriginal and Torres Strait Islander stakeholders and organisations to develop guiding principles for future engagement across all sites.

Oct 2020; Mar 2021; Nov 2021; Mar 2022

#OMMUNITY %NGAGEMENT /LjCER

3.2 Actively participate in the Indigenous Reference 'ROUP FOR THE -O5 OF 1UEENSLAND 2ESOURCES #OUNCIL

Sept 2020; Mar 2021; Sept 2021; Mar 2022

RSC led by Community %NGAGEMENT /LjCER

3.3 Develop and implement an Engagement Plan to work with Aboriginal and Torres Strait Islander stakeholders and organisations.

Feb 2022

#OMMUNITY %NGAGEMENT /LjCER

4.1 Communicate our commitment to reconciliation publicly and share on Sandvik’s intranet.

Dec 2020

Sustainable Business, Marketing & Communications Manager

%XPLORE OPPORTUNITIES TO POSITIVELY INLJUENCE our external stakeholders to drive reconciliation outcomes.

Dec 2020

",- ,OAD (AUL ",- 3ERVICE

4.3 Promote reconciliation through ongoing active engagement with all stakeholders.

Nov 2020

#OMMUNITY %NGAGEMENT /LjCER

#REATE A LJOWCHART THAT DISPLAYS THE LIFE CYCLE OF AN employee with focus on their RAP journey as a newstarter throughout their employment.

Jun 2021

#OMMUNITY %NGAGEMENT /LjCER

4.5 Create an E-Learning of Sandvik’s Reconciliation Action Plan that can be viewed at any time on Sandvik’s intranet.

Sept 2021

#OMMUNITY %NGAGEMENT /LjCER

)MPLEMENT STRATEGIES TO ENGAGE OUR STADž IN reconciliation.

Oct 2020

Sustainable Business, Marketing & Communications Manager

4.7 Request quotes for the animated version of our RAP artwork that will explain in detail all elements within our Sandvik RAP artwork.

Nov 2020

#OMMUNITY %NGAGEMENT /LjCER

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.

Jan 2021

#OMMUNITY %NGAGEMENT /LjCER

4. Raise internal & external awareness of our RAP to promote reconciliation across our business and sector.

Sandvik Innovate Reconciliation Action Plan

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2%,!4)/.3()03 ACTION

$%,)6%2!",%

TIMELINE

2%30/.3)"),)49

5. Promote positive race relations through antidiscrimination strategies.

#ONDUCT A REVIEW OF (2 POLICIES AND PROCEDURES TO identify existing anti-discrimination provisions, and future needs.

Nov 2020

'ENERAL -ANAGER (2 %(3

%NGAGE WITH !BORIGINAL AND 4ORRES 3TRAIT )SLANDER STADž and/or Aboriginal and Torres Strait Islander advisors to consult on our anti-discrimination policy.

Aug 2021

'ENERAL -ANAGER (2 %(3

5.3 Develop, implement and communication an antidiscrimination policy for Sandvik .

Dec 2020

Recruitment Specialist

%DUCATE SENIOR LEADERS ON THE EDžECTS OF RACISM

Dec 2021

'ENERAL -ANAGER (2 %(3

Frank Ryan, Business Line Manager Mechanical Cutting assisting with delivering meals in Newcastle in partnership with the Awakabal Medical Service as part of the Meal Donation Program during Reconciliation Week 2020.

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Sandvik Innovate Reconciliation Action Plan

“Building a diverse and inclusive culture.”

Sandvik Innovate Reconciliation Action Plan

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RESPECT Sandvik actively seeks to build respect for Aboriginal and Torres Strait Islander peoples, cultures, lands, waters, knowledges, histories and rights through its core business throughout all our site locations. We will continue to foster an INCLUSIVE AND RESPECTFUL WORK ENVIRONMENT IN WHICH OUR STADž acknowledge and develop an understanding of and respect for Aboriginal and Torres Strait Islander cultures and heritage.

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Sandvik Innovate Reconciliation Action Plan

“Sandvik builds relationships based on honesty, respect and trust.”

Sandvik Innovate Reconciliation Action Plan

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RESPECT ACTION

$%,)6%2!",%

TIMELINE

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6. Engage employees in continuous cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements.

6.1 Develop and implement an internal cultural AWARENESS TRAINING STRATEGY WHICH DEdžNES 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).

Jun 2021

#OMMUNITY %NGAGEMENT /LjCER

6.2 Provide opportunities for RSC members, RAP CHAMPIONS (2 MANAGERS AND OTHER KEY LEADERSHIP STADž TO PARTICIPATE IN FACE TO FACE CULTURAL TRAINING

Jun 2021

RSC led by Community %NGAGEMENT /LjCER

6.3 Consult local Traditional Owners and/or Aboriginal and Torres Strait Islander advisors on the development and implementation of a cultural learning strategy.

Apr 2021

#OMMUNITY %NGAGEMENT /LjCER

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

Apr 2021

Business Development Manager

)NCREASE STADžśS UNDERSTANDING OF THE PURPOSE AND SIGNIdžCANCE BEHIND CULTURAL PROTOCOLS INCLUDING Acknowledgement of Country and Welcome to Country protocols.

Oct 2020; Oct 2021

RSC led by BDM APAC

%NSURE THAT ALL STADž ARE AWARE THAT OUR 3AFETY 3LIDE and our Acknowledgement of Country slide are compulsory items for presentations.

Sep 2020

RSC led by Sustainable Business, Marketing & Communications Manager

%NSURE ALL STADž USE THE !CKNOWLEDGEMENT TO #OUNTRY email signature on their email addresses. This signature block to be made available on the Intranet.

Sep 2020

RSC led by Sustainable Business, Marketing & Communications Manager

7.4 Invite a local Traditional Owner or Custodian to provide a Welcome to Country or other appropriate CULTURAL PROTOCOL AT SIGNIdžCANT EVENTS EACH YEAR

Oct 2020; May 2021; Jul 2021; May 2022

#OMMUNITY %NGAGEMENT /LjCER

7.5 Organise and display an Acknowledgment of Country plaque or on display signs in our site locations and OLjCE S WHICH ALSO DISPLAYS 3ANDVIK 2!0 ARTWORK

Dec 2021

Sustainable Business, Marketing & Communications Manager

7. Engage employees in understanding the SIGNIdžCANCE OF !BORIGINAL and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Country, to ensure there is a shared meaning.

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Sandvik Innovate Reconciliation Action Plan

RESPECT ACTION

$%,)6%2!",%

TIMELINE

2%30/.3)"),)49

7. Engage employees in understanding the SIGNIdžCANCE OF !BORIGINAL and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Country, to ensure there is a shared meaning.

7.6 Develop, implement and communicate a cultural protocol document, including protocols for Welcome to Country and Acknowledgement of Country.

Nov 2020

#OMMUNITY %NGAGEMENT /LjCER

Nov 2020; Jul 2021; Jul 2022

RSC led by Community %NGAGEMENT /LjCER

Nov 2020; Jul 2021; Jul 2022

RSC led by Community %NGAGEMENT /LjCER

Nov 2020; Jul 2021; Jul 2022

All RSC members

Nov 2020; Jul 2021; Jul 2022

'ENERAL -ANAGER (2 AND %(3

Dec 2020; Dec 2021

Business Development Manager

8. Provide opportunities for Aboriginal & Torres 3TRAIT )SLANDER STADž TO engage with their culture and communities by celebrating NAIDOC Week.

0ROVIDE OPPORTUNITIES FOR ALL STADž TO PARTICIPATE IN NAIDOC Week.

8.2 Consult with Aboriginal and Torres Strait Islander peoples to hold an internal or external NAIDOC Week event.

8.3 Reconciliation Steering Committee to participate in an external NAIDOC Week event.

2EVIEW (2 POLICIES AND PROCEDURES TO REMOVE BARRIERS TO STADž PARTICIPATING IN .!)$/# 7EEK

9. Recognise and celebrate Aboriginal and Torres Strait Islander dates of SIGNIdžCANCE

#REATE AN INTERNAL STADž CALENDAR SPECIdžCALLY TO promote local community events recognising Aboriginal and Torres Strait Islander dates of SIGNIdžCANCE

Sandvik Innovate Reconciliation Action Plan

21

/00/245.)4)%3 A key deliverable of Sandvik is to provide employment opportunities and pathways for Aboriginal and Torres Strait Islander people to build the diversity of our workforce while contributing to the greater understanding of Aboriginal and Torres Strait Islander peoples and cultures.

Sandvik have a Diversity and Inclusion Strategy which now includes reference to Aboriginal and Torres Strait Islander people. We are creating a culturally safe organisation and want Sandvik to be an Employer of Choice for Aboriginal and Torres Strait Islander peoples across our Australian sites and locations. Sandvik have committed to employing more Aboriginal and Torres Strait Islander peoples and one of our deliverables is to increase to 4% by the end of this Innovate 2!0 IN Sandvik is also committed to including Aboriginal and Torres Strait Islander businesses in our nation-wide supplier listing AND WILL MAKE ADJUSTMENTS IN OUR PROCUREMENT PROCESS TO ensure Indigenous products headline our product selections.

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

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Sandvik Innovate Reconciliation Action Plan

“Sandvik is committed to creating and strengthening opportunities for First Nations peoples.”

Sandvik Innovate Reconciliation Action Plan

23

/00/245.)4)%3 ACTION

$%,)6%2!",%

TIMELINE

2%30/.3)"),)49

10. Investigate opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within our workplace.

10.1 Engage with Aboriginal and Torres Strait Islander employees to consult on our recruitment, retention and professional development strategy.

Jan 2021

Business Development Manager; Team Leader AP; Recruitment Specialist

2EVIEW (2 AND RECRUITMENT PROCEDURES AND POLICIES to remove barriers to Aboriginal and Torres Strait Islander participation in our workplace.

Jul 2021

Recruitment Specialist

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.

Jan 2021

Recruitment Specialist & Business Development Manager; Team Leader AP

!DVERTISE JOB VACANCIES TO EDžECTIVELY REACH Aboriginal and Torres Strait Islander stakeholders via Aboriginal and Torres Strait Islander media outlets.

Nov 2020; Mar 2021; Sept 2021; Mar 2022

Recruitment Specialist

10.5 Develop and implement Aboriginal and Torres Strait Islander employment pathways (e.g. traineeships or internships).

Oct 2020

Recruitment Specialist

10.6 Create pathways to increase Aboriginal and Torres 3TRAIT )SLANDER EMPLOYMENT RATE TO

Aug 2022

Recruitment Specialist

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.

Aug 2021

Indirect Purchasing Manager

11.2 Develop and implement an Aboriginal and Torres Strait Islander Procurement Strategy.

Sep 2021

Indirect Purchasing Manager

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.

Jul 2021

Indirect Purchasing Manager

11.4 Develop at least one commercial relationship with an Aboriginal and/or Torres Strait Islander owned business.

Dec 2020

Indirect Purchasing Manager

11. Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation.

24

Sandvik Innovate Reconciliation Action Plan

/00/245.)4)%3 ACTION

$%,)6%2!",%

TIMELINE

2%30/.3)"),)49

11. Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation.

5PDATE 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.

Feb 2021

Indirect Purchasing Manager

11.6 Investigate Supply Nation membership.

Nov 2020

Indirect Purchasing Manager

12. Investigate opportunities to grow networks for Aboriginal and Torres Strait )SLANDER STADž WITHIN Sandvik.

12.1 Create and develop a cultural mentoring network for EXISTING STADž AND MANAGERS

Jan 2021

#OMMUNITY %NGAGEMENT /LjCER

12.2 Establish access to an Aboriginal and Torres Strait )SLANDER STADž 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 džND A MENTOR WHO IS RIGHT FOR THEM BY participating in the network.

Feb 2021

#OMMUNITY %NGAGEMENT /LjCER

Sandvik Innovate Reconciliation Action Plan

25

3!.$6)+ś3 NAIDOC QUIZ In 2018 Sandvik launched the annual NAIDOC Quiz, which is USED TO TRACK THE PROGRESS OF STADž knowledge and understanding of Aboriginal and Torres Strait Islander people and cultures.

0ARTICIPATION IN THE QUIZ IS HIGH across all sites. Each quiz raises a lot of conversation and as you can see from the comments – it’s been very successful.

26

Sandvik Innovate Reconciliation Action Plan

“To be honest I didn’t know the answers to some of these questions, by presenting this quiz it has made me look into and research aboriginal history to educate myself further.”

“I now have a much better understanding around Sandvik’s Reconciliation Action Plan, what the RAP artwork represents, as well as our First Nations people.”

“Sandvik’s continued support of NAIDOC week even during THE DILjCULTIES OF #/6)$ HAS been a testament to the commitment to supporting the Aboriginal community.”

ŝ'REAT TO GET AN UNDERSTANDING OF THE 2!0 ARTWORK 'REAT TO be with a Company that is so PASSIONATE AND DRIVEN TO EDžECT change in remote communities, this will give employees a opportunity to give some time back to community and learn some culture from the Mob. Proper Deadly!”

3!.$6)+ś3 NAIDOC QUIZ ŝ(AVING RECENTLY COME FROM a large organisation which HAD LITTLE RECOGNITION OF džRST Australians or for NAIDOC it’s amazing to see the extent of involvement from Sandvik (A Swedish Company) which has truly embraced acknowledgment and involvement in a sincere and organic way - it’s inspiring and brings to life our core values!”

ŝ'REAT TO LEARN ABOUT 7ILLIAM Cooper and the origin of NAIDOC Week.”

“It triggers me to look up things I don’t know and educates me about aboriginal history in Australia. I really appreciate and enjoy this.”

“This is by far the best method to increase knowledge of The First Australians among employees who have immigrated into Australia.”

Sandvik Innovate Reconciliation Action Plan

27

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28

Sandvik Innovate Reconciliation Action Plan

“Sandvik’s reporting will remain open, transparent and accountable for our progress and continued learning.”

0HOTO #REDIT 3ANDISON 0HOTOGRAPHY

Sandvik Innovate Reconciliation Action Plan

29

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ACTION

$%,)6%2!",%

TIMELINE

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13. Provide appropriate SUPPORT FOR EDžECTIVE implementation of RAP commitments.

$EdžNE RESOURCE NEEDS FOR 2!0 IMPLEMENTATION

Jan 2022

Business Line Manager ,OAD (AUL

%NGAGE OUR SENIOR LEADERS AND OTHER STADž IN THE delivery of RAP commitments.

Jan 2021

'ENERAL -ANAGER (2 %(3

$EdžNE AND MAINTAIN APPROPRIATE SYSTEMS TO TRACK

measure and report on RAP commitments.

Oct 2021

#OMMUNITY %NGAGEMENT /LjCER

13.4 Appoint and maintain an internal RAP champion from senior management.

Sep 2020

'ENERAL -ANAGER (2 %(3

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

Sep 2020; Sep 2021

#OMMUNITY %NGAGEMENT /LjCER

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

Dec 2020; Dec 2021

Sustainable Business, Marketing & Communications Manager; 'ENERAL -ANAGER (2 %(3

Oct 2020; Jan 2021; May 2021; Sep 2021; Jan 2022; May 2022

'ENERAL -ANAGER (2 %(3

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

Mar 2022

#OMMUNITY %NGAGEMENT /LjCER

15.1 Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements.

Sep 2021

#OMMUNITY %NGAGEMENT /LjCER

15.2 Send draft RAP to Reconciliation Australia for review and feedback.

Dec 2021; Jun 2022

#OMMUNITY %NGAGEMENT /LjCER

15.3 Submit draft RAP to Reconciliation Australia for formal endorsement.

Feb 2022; Jul 2022

#OMMUNITY %NGAGEMENT /LjCER

14. Report RAP achievements, challenges and learnings to Reconciliation Australia.

2EPORT 2!0 PROGRESS TO ALL STADž AND SENIOR LEADERS quarterly.

15. Review, refresh and update RAP.

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Sandvik Innovate Reconciliation Action Plan

“Being part of a company that wants to provide equal and meaningful opportunities for our First Nations people.”

Sandvik Innovate Reconciliation Action Plan

31

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4(!.+ 9/5 Thanks for everyone who has contributed to our Reconciliation Action Plan. We look forward to fully embracing the meaning of reconciliation in our everyday lives.

CONTACT DETAILS For public enquiries about our RAP.

Name:

Luana Sanders

0OSITION

#OMMUNITY %NGAGEMENT /LjCER

0HONE

Email:

communityengagement@sandvik.com

3!.$6)+ #/-

Note: The words – Aboriginal and/or Torres Strait Islanders, First Nations Australians and Indigenous Australians are used interchangeably throughout this document.

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Sandvik Innovate Reconciliation Action Plan

0!34 02%3%.4 &5452%

MEANING OF ELEMENTS The three large circles represent three key principal areas of 3ANDVIK 3ANDVIK -ACHINING Solutions, Sandvik Mining and Rock Technology, Sandvik Materials Technology. These circles also represent the growth of the company, looking at the past, present and the future.

These three central circles are connected by a variety of smaller circles which represent companies and organisations that have become part of Sandvik over the years. These circles also represent the diversity within Sandvik.

Sandvik Machining Solutions

Sandvik Mining and Rock Technology

$IVERSITY AND +NOWLEDGE

Sandvik Materials Technology

/52 #/--)4-%.4 4/ 2%#/.#),)!4)/.

(/-% 3!.$6)+ 34

Sandvik Innovate Reconciliation Action Plan