We hire, promote, reward and develop our people according to their ability and success. Our remuneration policies are generally tied to experience, ability and performance, with rewards for self-improvement and ambition. We review our pay and incentive practices regularly.
Our assets generally offer pay levels above the local minimum wage for their locations. We also ensure that working hours are not excessive by monitoring rosters, shifts and other recording procedures, in compliance with local legislation and agreements with unions or works councils.
We offer regular assessments of skill levels and competence, with the aim of spotting good performance, talent and potential and offering suitable reward, development and support.
We believe that diversity is essential to our business and prohibit discrimination on the basis of race, nationality, religion, gender, age, sexual orientation, disability, ancestry, social origin, political or other opinion, or any other bias. We do not tolerate any form of racial, sexual or workplace harassment. Our position is included in all training materials for new and current employees, and reinforced regularly in management training.
We aim to employ workforces that reflect the demographics of the communities in which we operate.
We do not allow child labour to take place anywhere within the Group and none of our employees aged under 18 are allowed to carry out hazardous work.
We have formal, transparent mechanisms for reporting labour grievances and for whistleblowing; these reflect local conditions, such as internet availability and languages spoken, to ensure ease of use. They are communicated to all workers through dedicated training and visual material, such as posters, available widely throughout work sites.
Turnover and retention
Recent low market prices for certain commodities have led us to take the difficult decision to divest, close or temporarily suspend a number of assets, resulting in a sizeable retrenchment in 2015. This includes moving some of our assets into a “care and maintenance” phase.
Managing the impact of retrenchments
We have made every effort to provide support and to minimise the impact of redundancies on our employees and our host governments and communities. We engage extensively with all those affected to ensure they are aware of our planned and potential actions. Our severance and compensation packages significantly exceed local legislation, and we work to find suitable alternative employment wherever possible. Many of our assets also offer specific support to employees with low financial literacy, including basic financial management training. We continue to support existing community initiatives and to diversify local economies.
In all cases our severance agreements have been negotiated and explicitly approved by local unions. The care that we take to involve and engage with the workforces affected is reflected by the fact we have seen no strike action or social unrest as a result.
Our heavily decentralised approach allows individuals to take significant responsibility. Our people are accountable for their contributions to our businesses around the world, including the creation of long-term relationships with our stakeholders.
Appropriate succession planning and retention strategies must reflect the local working environment; for this reason we encourage our assets and departments to develop their own strategies.
Examples of initiatives from around the Group
- Regularly reviewing the skills of our current workforce against future business requirements and taking steps to make sure they will match; this includes training employees in the skills required for advancement
- An online database to spot critical workforce gaps, ensure that current employees receive appropriate training, and recruit short-term hires or transfer suitable employees from other teams
- Talent and succession planning to develop an overview of the skills available across each division, and ensure future critical roles and leadership positions are covered
- A six-month structured leadership development programme
- External leadership training courses that may include masters-level study and qualifications, with financial support and study leave
- Sending talented individuals on short-term international assignments to disseminate technical and organisational experience throughout the Group
- Our recruitment programmes target recent graduates and provide training and mentoring to help them develop their careers
We recognise and uphold the rights of our workforce to a safe workplace, collective representation and freedom of association. We are committed to working honestly and openly with labour unions at all our locations and treating employees with respect.
As trade unions play different roles at our assets depending on geographical region and industrial sector, our assets engage with the unions active at their sites in different ways and at different levels.