We are working to provide a workplace where everyone feels safe to be themselves and where they are acknowledged and celebrated for their strengths as an individual.
We remain firmly committed to ensuring we have a workforce that is reflective of the communities in which we live.
The Fortescue Family Diversity Plan embodies our commitment to a workforce that reflects the communities in which we live, including the following key categories:
- females
- First Nations Australian people
- diversity of age
- LGBTQIA+
- cultural backgrounds
- differing abilities
First Nations Australian employment and development
Increasing First Nations Australian employment rates in our
Australian workforce remains a key priority for us. In FY23,
we employed 1,288 First Nations people, an increase from
1,113 in FY22. Within our Australian workforce, First Nations
people hold 10 per cent of total positions, four per cent of
leadership positions and 16 per cent of positions within our
Pilbara operations.
To ensure our commitment to Aboriginal employment, training and development is embedded in our culture, we have prioritised the following initiatives:
- Vocational Training and Employment Centre (VTEC)
- Leadership Empowerment for Aboriginal People (LEAP) program
- Aboriginal Health program
- Establishing expectations for Aboriginal representation during the recruitment process
- Compulsory cross-cultural awareness training for all employees.
Female employment and development
Increasing our female employment rates remains a key priority for us. We employ 3,113 women, an increase from 2,659 in FY22 and 2,141 in FY21. Our female employment rate remained stable this year, with females holding 23 per cent of total positions, 26 per cent of leadership positions (Manager roles and above) and 30 per cent of senior leadership roles (General or Group Manager roles and above). We also focus on gender diversity at the team level to help build successful, high performing teams across our business.
Within Fortescue Energy, FFI currently has an overall female workforce of 34 per cent and Fortescue WAE has an overall female workforce of 19 per cent. For the fourth consecutive year, Fortescue was listed in the Parity.org Best Companies for Women to Advance list. We made progress against the female employment and development actions that we identified in FY22.
We have a number of inclusion and diversity initiatives to build talent pools and provide a supportive workplace for female employees, including:
- strengthening our flexible working arrangements, including the launch of our new two weeks on: two weeks off roster option
- continued operation of our Family Room at the Fortescue Centre in Perth facilitating mentoring opportunities through Mentor Walks and our internal Rookies and Coaches mentoring program
- as an outcome of the Workplace Integrity Review, establishing Women in Mining groups across our locations who meet regularly to develop female support networks and discuss initiatives
- providing development opportunities through National Association of Women in Operations (NAWO) membership
- providing speaking opportunities for females through our partnership with AusIMM
- providing 26 weeks paid parental leave for primary carers, available to men and women
- our ongoing commitment to gender pay equity.
Creating a workplace which supports diversity
We have a number of inclusion and diversity initiatives to build talent pools and provide a supportive workplace for all employees, including:
- 26 weeks’ paid parental leave for primary caregiver
- Two weeks’ paid parental leave for secondary caregiver
- Strengthening our flexible working arrangements, including the launch of our new two weeks on, two weeks off roster option
- Continued operation of our Family Room at the Fortescue Centre in Perth
- Facilitating mentoring opportunities through Mentor Walks and our internal Rookies and Coaches mentoring program
- Our ongoing commitment to gender pay equity.
- Reward and recognition schemes to celebrate those who build and strengthen our unique culture