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DIVERSITY

BHP’S TYLER AN

exceptional talent THE FIRST FEMALE to be an asset president of a BHP Billiton mining project, Laura Tyler, has won the Exceptional Woman in Australian Resources Award at the inaugural Thiess Women in Resources National Awards. One of her many achievements was introducing the first diversity plan to improve attraction and retention of women at the company’s Cannington Mine, which Tyler manages in North-West Queensland. “Nowadays, it’s not unusual to see women on our crews, even women leading teams running entire sites,” she says. “These achievements are real and we should be really proud to be working in

an industry that empowers and builds in this way.” Delivering a keynote address at the awards, BHP human resources president Mike Fraser spoke of the company’s diversity focus. “We are addressing the historical gender imbalance we have seen in our industry by having a particular emphasis on increasing female representation in key operational roles,” Fraser says. Due to its targeted diversity strategies, BHP Billiton has achieved 25 per cent female participation at its Daunia mine and 21 per cent at its Caval Ridge mine in Queensland. RP

Laura Tyler

CAMPAIGN TACKLES

widening gender pay gap THE WORKPLACE GENDER Equality Agency (WGEA) has launched a campaign to raise awareness and understanding of gender pay equity as national data shows the salary gap has widened. According to the Australian Bureau of Statistics (ABS), the average man working full-time earns 18.2 per cent or $283.20 more than the average full-time working woman. The resource industry is one of seven industries analysed by the ABS that has a pay gap above the national average. Men working in mining, oil and gas roles occupations on average 23.8 per cent more than women. New data released by WGEA shows almost three quarters of Australian employers haven’t taken steps to ensure they pay women and men fairly. 73.7 per cent of organisations have never done a gender pay gap analysis, and less than one in five have done a gender pay gap analysis in the past 12 months. Of those organisations that haven’t done a gender pay gap analysis, the most common reasons were because pay

www.amma.org.au | SUMMER 2014-15 | RESOURCEPEOPLE

is set by awards or industrial agreements, or because they pay market rates. WGEA director Helen Conway says there is a lack of awareness of how gender bias can creep into performance and pay decisions. “Most leaders genuinely believe they pay people in their organisation fairly, but without examining their payroll data they simply don’t have the evidence to back that up,” Conway says. “Employers who analyse their data tell us they always find instances of pay gaps that can’t be explained or justified, at least the first time the analysis is conducted, and so they take corrective action to fix imbalances and develop action plans to address the root causes.” As part of its campaign WGEA launched the website www.inyourhands.org.au where employees can see if their organisation has undertaken a gender pay gap analysis and offers practical resources to promote and calculate pay equity. RP

RESOURCE PEOPLE Issue 009 | Summer 2014  
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