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Whitehaven Coal Limited : Annual Report 2013
26 Whitehaven Coal Limited Annual Report 2013 2 People 2.1 OUR APPROACH Our most important asset is our people. We need to ensure their health and safety at work, but to also provide them with opportunities and a rewarding career path, and a workplace within which they are treated respectfully and fairly. 2.2 OUR PERFORMANCE Diversity Diversity is important to our business. A diverse workforce achieves business bene ts, and for this reason Whitehaven believes it is important and strives to achieve a more diverse workforce. Diversity drives the Company's ability to attract, retain and develop the best talent, create an engaged workforce, deliver the highest quality services to its customers and continue to grow the business. The Board has adopted a Diversity Policy which describes the Company's diversity aspirations and sets minimum expectations to be met by the Company on workforce diversity. A copy of the Diversity Policy is available on the Company's website: www.whitehavencoal.com.au/ about_us/corporate_governance.cfm Under the Diversity Policy, the Board has established measurable objectives. In FY2013 we set ourselves the following diversity objectives: • conduct training to build employee awareness and understanding of the Company's Diversity Policy and the importance of diversity in building a sustainable business • complete a review of pay equity across the business covering key diversity parameters, including gender • review the Company's employment arrangements to identify opportunities to promote and enhance diversity, and develop strategies to take advantage of these opportunities In response to these objectives the Company: • completed Diversity Awareness training for management personnel with further training for operational personnel being conducted. • conducted a review of pay equity across the business with no material pay gaps identi ed • review completed to identify existing employment arrangements o ered to employees. Further work to formalise a policy on employee arrangements will be undertaken in FY2014. The Company has set the following diversity objectives for FY2014: • develop and implement recruitment and promotion guidelines aimed at enhancing diversity • gather data from employees on gender equality matters and formalise policy on employee arrangements to support employees with families The Company will assess and report on its progress against these objectives in the 2014 nancial year Annual Report. Each year, Whitehaven Coal Limited is required to provide the Workplace Gender Equality Agency (WGEA) with data relating to gender diversity in our business. Gender diversity is only one element of diversity across our business, but it is extremely important when we look at our overall performance, our broader culture, our ability to attract highly skilled people, and our productivity. This data is available on page 81 of this report. Training Training occurs at many levels across the business. In FY2013 the highlight of our training e orts was the Narrabri mine Trainee Program which has seen almost 60 people trained to work underground (see case study below). Behaviour based safety training In May 2013 a pilot behaviour based safety training program commenced at our Rocglen open cut mine. The purpose of the program was to increase awareness of human error prevention techniques to aid in reducing injury rates and to determine the suitability of the program for other Whitehaven operations. The principles taught throughout the program were initially introduced to the workforce at the Safety Days. The core units were rolled out in sessions of two -- four hours, each approximately two -- four weeks apart. The program was delivered by a training provider with PowerPoint presentation slides, video clips, activities, and by completing the Human Error Prevention Personal Passport. Each session had a mix of operations, maintenance and management with between 15 -- 20 attendees per session. As part of completing the human error prevention training, the participants learned new skills that enabled them to utilise the principles in their daily activities to prevent and/or minimise human error. Each participant received a manual and DVDs for viewing at home, a Human Error Prevention Personal Passport and access to the online course for themselves and members of their immediate family.
Annual Report 2012