We have an aspirational goal to achieve gender balance globally by CY2025. In FY2020, we increased the representation of women working at BHP from 24.5 per cent to 26.5 per cent. There were 1767 more women working at BHP than at the start of the financial year and we have almost 4,000 more women working at BHP that when we set our aspirational goal four years ago.
Respectful Behaviours campaign
In FY2020 we began a Group-wide Respectful Behaviours campaign to create greater awareness and build understanding of what disrespectful behaviour is and how it affects our people. We shared real-life examples from within BHP to highlight the initiative and generate conversations. Further development of a ‘culture of care’ within our business is a fundamental element of our FY2020 business plan.
Flexible work supports the diversity and wellness of our workforce. We further implemented our flexible work principles during the COVID-19 crisis by encouraging and supporting flexible work in different ways, like new rosters, shifts for people in office buildings and working from home offices (for people from our functions and also our operations if they were at risk). COVID-19 has rapidly challenged the mindset on work flexibility.
We aim to provide employment opportunities in the communities in which we operate that contribute to sustainable social and economic benefits for Indigenous peoples.
In Minerals Australia, Indigenous employment within our employee and contractor workforce2 increased from 5 per cent to 6.5 per cent (1,726 employees and 475 contractors) in FY2020, exceeding our target of 5.75 per cent.
In North America, we have focused on working with our contracting partners to support the employment of First Nations and Métis peoples, who now comprise 22 per cent of our workforce at the Jansen Potash project. Our total workforce in North America comprises 15 per cent Indigenous people.
In Chile, representation of Indigenous workers at our operations rose to 6.6 per cent in FY2020 (from 5.9 per cent in FY2019).
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1 Based on a ‘point in time’ snapshot of employees as at 30 June 2020, as used in internal management reporting for the purposes of monitoring progress against our goals. This does not include contractors. This methodology differs from the data reported in section 1.6.2 of the BHP Annual Report 2020, which is calculated based on the average of the number of employees at the last day of each calendar month for a 10-month period from July through to April and in accordance with our reporting requirement under the UK Companies Act 2006.
2 Based on a ‘point in time’ snapshot of employees and labour hire contractors as at 30 June 2020.