Mt Thorley Warkworth general manager Colin Mackey believes an inclusive culture helped Rio the New South Wales coal mine enjoy great improvements in productivity and safety.

He said Jemma Callaghan, who was named Outstanding NSW Tradeswoman at the NSW Mining 2017 Industry and Suppliers’ Awards, was instrumental in fostering this culture at the mine, where she worked as a mobile equipment operator and trainer assessor.

“The impact of Jemma’s work on site has been tremendous,” he said.

“Alongside other members of our team, she has worked tirelessly to foster the most inclusive culture possible within our workplace. We have seen great improvements in terms of productivity and safety as a result.”

Coal Australia managing director Sinead Kaufman said Callaghan set “a shining example for future Rio Tinto leaders”.

Callaghan was recognised for her commitment to workplace health and safety and mentorship of female employees at the site.

“Now as a team leader I have the opportunity give back and to encourage women to take a leap forward to embrace the opportunities available in our industry,” she said.

Rio Tinto is making headway, albeit from the low baseline that exists across the mining sector.

According to professional services firm EY, after only minor increases in preceding years, since performance targets were implemented in 2014, female representation at board level increased from 21% to 25%, and across Rio’s senior leadership population from 15% to 18%, by 2015.

Rio Tinto’s leaders are now focused on building the pipeline of female talent in the business. 

In 2015, it beat its target of 40% female graduate intake and are on track in 2016 to achieve a similar result.

Rio Tinto principal advisor – inclusion and diversity Sara Worrell said clear leadership accountability, informed by data driven insights, is helping to deliver steady progress on the company’s inclusion and diversity journey.

“I am proud of the commitment shown by those at the top of our organisation,” she said.

Executive mentoring 

Women accounted for 17.6% of BHP Billiton’s employees in the 12 months to June 30, according an annual report published in September. That compares to 17% in 2012.

However, companies such as BHP want women represented in all ranks, including at the senior management level. 

Queensland’s Women in Resources Mentoring Program was launched last year by BHP Billiton asset president Rag Udd and Queensland Minister for Innovation Leanne Enoch.

The 40 participants in the program come from as far afield as Mount Isa and the Central Queensland coal fields.

BHP is a foundation partner for the program, which will continue through to 2019. 

The company has also provided scholarships to facilitate participation by women in rural or remote regions, indigenous women and new graduates. The Queensland government has also provided scholarships for indigenous, regional and young women.

Udd said he had no doubt the mentoring program would help more of BHP Billiton’s female employees into the executive suite, based on the high calibre male and female mentors who have volunteered for the program.

“A workforce with people from diverse backgrounds, including a better gender balance, is critical to supplying the workforce of the future,” he said.