Building a Diverse Workforce
The external landscape has seen unprecedented global issues such as COVID-19 impact on talent supply (internally and externally) and mobility, and add to a growing sentiment of volatility in the market.
Newcrest remains committed to attracting a greater diversity of talent. Over the course of FY22, we increased our overall global female representation from 15.6% to 16.5%1,2. Standout areas for the growth in female representation include Technology and Projects, Business Development and Exploration, at our Lihir Operations and across our manager population at Red Chris. In part, this is a result of executing localised action plans which focus on broader applicant sourcing and talent retention.
We have expanded our engagement activities in the early careers space to promote career opportunities and attract diverse talent to Newcrest and the mining industry. Our 2023 Australian Graduate program received our highest number of female applications, and this has resulted in the highest number of females joining the program. We expect to have 37% female representation for this cohort out of 41 currently filled positions.
Sites continued to embed their Inclusive Leadership charters and progress their Diversity and Inclusion Action Plans. Some examples include participation in the Women in Mining Network Mentoring Program (Cadia), Indigenous Buddy Program (Cadia), Inclusion Working Group (Telfer), Diversity and Inclusion Standard (Lihir) and Respect@Work working groups.
Growth and Development of our People
Identifying and developing our internal capability and talent pipelines remain critical to the effective delivery of Newcrest’s operational plans and growth strategy.
A global career framework has been introduced which seeks to empower individual employees in their career planning and development, and provide the transparency of career pathways available and the skills needed to get them there. This enables the development of capabilities, so that employees can be effective in their current roles as well as supporting growth in pursuit of longer‑term career goals such as internal lateral moves or promotions across Newcrest globally. The framework includes a job architecture analysis which mapped 747 roles and associated competencies to internal career pathways, with a focus on both technical specialist and management functions. In addition, a governance framework with supporting processes was agreed to support the evolution of the Career Framework.
The implementation of the framework in FY23 aims to support the visibility of career pathways for our employees and allow further development pathways that lead to our critical job roles to help us guarantee the retention of current employees and attract future talent.