Rio Tinto’s efforts to overhaul its workplace culture are facing significant challenges.

Former Australian sex discrimination commissioner Elizabeth Broderick has completed a new report (PDF), commissioned two years after her initial review uncovered systemic cultural issues within the mining giant, highlights ongoing concerns related to bullying, harassment, and racism, despite measures aimed at fostering a safer and more respectful environment.

While roughly half of employees surveyed globally said they perceive improvements in how the company addresses harmful behaviours, the data shows that experiences of harassment and bullying remain alarmingly high. 

In some cases, the survey results have worsened since 2021. 

For instance, sexual harassment was reported by 7 per cent of employees in the last year, with women and fly-in-fly-out (FIFO) or drive-in-drive-out (DIDO) workers particularly affected. 

Bullying incidents were reported by 39 per cent of respondents, up from 31 per cent three years ago, with women and those working in the iron ore division facing disproportionately high rates. 

Racism, though less frequently reported overall, was prevalent among Indigenous Australians, 39 per cent of whom reported being targeted.

Distrust in the company’s response mechanisms continues to hinder progress. 

Many employees said they are reluctant to report incidents, fearing negative repercussions or inaction. 

Only a small percentage of those experiencing harassment or bullying formally raised their concerns, and among those who did, significant numbers encountered adverse consequences. 

The report highlights a range of harmful behaviours, such as intimidation, belittling comments, dismissal of contributions, and deliberate withholding of critical work-related information. 

The report also covered the challenges faced by contractors, who are disproportionately impacted by job insecurity and power imbalances. 

Some expressed scepticism about Rio Tinto’s approach, criticising measures like co-branded uniforms for contractors as superficial solutions to deeper structural problems. 

A senior company leader acknowledged these concerns, stating that contractors often hesitate to raise issues for fear of inaction or retaliation.

The Mining & Energy Union (MEU) has been critical of Rio Tinto’s progress.

Shane Roulstone of the Western Mine Workers Alliance said the targeting of Indigenous employees by contractors, insufficient support for women in management roles, and continued discouragement of employees speaking out about safety and workplace issues.

Roulstone described the findings as a stark reminder of the “unacceptable price” workers pay in the pursuit of Rio Tinto’s high profits and reiterated the union’s calls for collective bargaining to provide workers with stronger protections and a trusted avenue for addressing mistreatment.

Kellie Parker, Rio Tinto’s Australian Chief Executive, has issued an apology to affected employees, saying she regrets that harmful behaviours persist despite the company’s initiatives. 

She said that Rio Tinto remains committed to fostering a respectful culture, though acknowledged the slow pace of progress. 

Simon Trott, head of the company’s iron ore division, said there has been resistance to diversity initiatives and stressed the importance of communicating their value to employees to combat backlash and foster greater inclusivity.

The report recommended further training for managers to address subtle forms of bullying and discrimination, alongside performance reviews that incorporate behavioural assessments. 

This email address is being protected from spambots. You need JavaScript enabled to view it. CareerSpot News