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At BHP we want you to be engaged, able to achieve your potential and be supported by your colleagues and leaders. We don’t tolerate harassment and bullying.

We will always employ, develop and promote based on merit and we do not tolerate any form of unlawful discrimination. Unlawful discrimination against a person based on personal attributes unrelated to job performance, such as race, gender identity, sexual orientation, intersex status, physical or mental disability, relationship status, religion, political opinion, pregnancy, breastfeeding or family responsibilities is prohibited.

All existing and prospective employees will be treated fairly and evaluated according to their skills, qualifications and capabilities. Personal relationships must not impact who we employ or reward. Our systems, processes and practices support fair treatment..

Expectations and resources

  • What is harassment and bullying

    Harassment is an action or behaviour that is viewed as unwelcome, humiliating, intimidating or offensive by the recipient. Sexual harassment may include unwelcome touching, suggestive comments or jokes, insults of a sexual nature, sending sexually explicit emails or messages. The impact of the action or behaviour on the recipient, not just the intent, is considered when determining whether the action or behaviour is harassment.

    Bullying is repeated verbal, physical, social or psychological abuse of a worker by a person or group of people at work.

  • Our expectations of you

    You should always be inclusive, collaborative and supportive. You should be aware of the impact your actions can have on others and treat everyone equally and with respect.



    Always make yourself aware of relevant cultural considerations and demonstrate respect when working with colleagues from other cultural backgrounds or travelling to different locations.



    It’s also important to support your colleagues to speak up if they believe they are experiencing harassment or bullying. If you witness this behaviour, you have a responsibility to speak up.


    Together, you and your line leader are responsible for ensuring that you:

    • are clear on what is required of you in your job;
    • work in a trustful and collaborative way with others;
    • are treated fairly, with respect and care;
    • value individual differences within your team.

    Where local laws conflict with our standards, leaders need to provide clear instructions regarding acceptable behaviours and the application of laws. In some cases, laws may take precedence over our standards.


  • Our expectations of others who work with us
    When working with BHP, all parties must respect that BHP values a diverse and inclusive workplace. We expect that everyone who works at BHP will be treated with respect.
  • Where to go for help
    • Your line leader or 2Up leader
    • Human Resources
    • Employee Assistance Program
    • EthicsPoint
  • Tools and resources



  • Demonstrate fairness, trust and respect in all your working relationships.
  • Support flexible work arrangements, balancing business, team and personal needs.
  • Challenge exclusionary behaviour, whether it is intentional or not.
  • Make employment related decisions, including recruitment, promotion, training, development, and remuneration free from bias.
  • Respect the human rights of our workforce and those we work with including suppliers.
  • Report directly to EthicsPoint any human rights concerns including inhumane treatment, such as child or forced labour.


  • Behave in a way that is or may be perceived as offensive, insulting, intimidating, malicious or humiliating to others.
  • Make jokes or comments about an individual’s characteristics – including their race, gender, ethnicity, religion, sexual orientation, age, physical appearance, disability or other personal attribute.
  • Tolerate any form of discrimination or exclusionary behaviour.
  • Distribute or display any offensive material including inappropriate photos or cartoons.
  • Partake, or facilitate, hospitality or entertainment of an inappropriate nature (for example sexually oriented) or at inappropriate venues. This includes accepting or facilitating gifts of an inappropriate nature.
  • Engage in physically or socially intimidating behaviours.
  • Unlawfully discriminate in favour of, or against, someone based on personal attributes unrelated to job capabilities or performance.
  • Treat someone differently for taking or not taking part in industrial activities such as belonging or not belonging to an industrial association.
  • Have a relative, or someone you have a personal relationship with, in your reporting line or make any decisions related to their appointment, remuneration, performance or termination.

Example questions and answers


Offensive conversations

Question: One of my team members made a number of crass jokes at our last team meeting. I found them offensive, and at times, culturally inappropriate, but everyone else seemed to laugh. I'm not sure what to do or if I should do anything at all.

  • Show answer

    Consider raising your discomfort about the offensive jokes with your colleague in private. If you’re not comfortable having this conversation, or if you hear your colleagues repeating such jokes, then you should speak with your line leader, 2Up leader, Human Resources or EthicsPoint. It is everyone’s responsibility to create an inclusive culture.

Making assumptions

Question: I am recruiting for a job that involves a lot of travel. One candidate is a single parent and, although they have excellent experience and qualifications, I don’t believe they will be able to cope with all the travel. Should I just interview the candidate as a courtesy or exclude them from the list now?
  • Show answer
    By making this assumption you are violating Our Code and, in many locations, possibly breaking the law. You must not discriminate or make assumptions about candidates based on personal attributes like their family responsibilities. At BHP, everyone is provided an equal opportunity for employment and in all cases, the goal is to make merit based decisions. In this instance you must give all candidates information regarding the travel requirement of the role. The decision whether they can meet these requirements must be made by the individual.

 Report a concern


In person: Speak to your line leader, 2Up leaders or Human Resources representative


Online: EthicsPoint Online

Phone: EthicsPoint Telephone


BHP Business Conduct,
GPO Box 86,
Victoria 3001, Australia