BHP’s Minerals Americas asset group (‘MinAms’) has achieved our diversity targets. We reached 40.6 per cent of female participation on February 2024 in MinAms, one year ahead of plan, and our Indigenous and female leadership metrics also reflect progress on building a diverse workforce. In order to keep attracting, as well as retaining, talent from the market, MinAms research has identified that inclusive leadership and respectful environments are critical elements to build a sense of belonging and making people feel engaged. We at BHP realise the importance of having more conversations about inclusion and diversity (‘I&D’) with our leaders and teams. We create an inclusive culture where everybody feels respected, valued, and safe, so that they can bring their true selves to work.  

The annual I&D Leadership Forum held in Antofagasta, Chile, creates a one-day journey where leaders connect, reflect, and discuss how we can continue to build a diverse organisation through inclusive leadership. The day’s activities and speakers (Minerals Americas Leadership Team members, I&D external experts, I&D Council, Jasper, Amber, and Gender sub-committees, as well as BHP colleagues) include content related to personal stories, social stereotypes, unconscious bias, and privileges that sub-represented groups still lack (People with Disabilities, LGBTQ community, Indigenous, Female). During the last I&D Forum, leaders suggested an innovative idea: Create a toolkit that could help them to have more I&D conversations with their teams. That is the origin of the Inclusive Share, a conversation card-game toolkit that we launched on FY24 to encourage leaders and employees to reflect on how to strengthen respectful environments, create an inclusive culture, and empathise with sub-represented groups. 

I&D Leadership Forum attendees have widely supported the Forum and Inclusive Share. For example, according to a feedback survey of the FY24 round, I&D Forum attendees rated their experience on average as a 4.95/5 (N=22) and 100% of Inclusive Share pilot group (N=33) believe that Inclusive Share is an effective tool to reflect on I&D in our teams. Ultimately, the I&D Leadership Forum and Inclusive Share are ways we think that create spaces among the teams to discuss ‘why diversity is important from a personal standpoint and how can I be a role model to promote respectful environments in my workplace.’ This discussion seeks to foster a sense of empathy, accountability, and something that connects with our purpose of making this world a better one for everyone.