By Louise Weine, NAWO National Director
A very warm welcome to our newest Gold and Silver NAWO Members*!
Rio Tinto Iron Ore
I recently came across this case study of Rio Tinto Iron Ore (RTIO) on the WGEA website and thought I would share.
WGEA Case study: Better performance through diversity – Rio Tinto
Historically, the employees of Rio Tinto’s Iron Ore business in Australia, like most other resources companies, were predominantly men. When the company’s growth plans coincided with a general labour shortage, a burning platform was created to look beyond traditional talent pools and consider greater workforce diversity. In recent years, the company has shifted from viewing diversity as simply an operational requirement to recognising its strategic value. Diversity is now seen by Rio Tinto as fundamental to supporting good decisions about resource optimisation; eliminating barriers to working effectively; delivering strong performance by attracting, engaging and retaining diverse talent; and innovation, by drawing on the diverse perspectives, skills and experience of employees. The company is committed to increasing the number of women in leadership. To do so, Rio Tinto has established talent pools of women in the middle management pipeline and carefully monitored development to identify strategies to enhance diversity. It also reviewed a range of job functions to understand where barriers to advancement of women might exist and develop remedies. Initiatives to encourage gender diversity within the workforce and, in particular, in leadership roles include targeted development for high potential women, role modelling successful women and the expansion of flexible work practices.
Now RTIO have also added NAWO membership* to their list of actions in support and development of their women. Well done RTIO and all our new members for making this commitment. They join the NAWO stable of organisations that are committed to setting new standards in workplace gender diversity.