Respect in action: how Rio Tinto is redefining workplace culture for a stronger future

At Rio Tinto's annual Investor Seminar in London on 4 December 2024, a pivotal culture panel discussion shed light on the company's transformative Everyday Respect program. This initiative aims to embed inclusivity, respect, and accountability throughout the organisation, addressing past challenges and fostering a more cohesive workplace.

Launched in 2022, the Everyday Respect program is a comprehensive effort to tackle systemic issues such as discrimination, harassment, and inequity. Chief People Officer James Martin emphasised the program's commitment to making respect a daily practice, stating, "Everyday Respect is about creating a workplace where respect is not just an idea but a lived experience. It's about ensuring everyone feels heard, valued, and supported, every single day."

A cornerstone of the program is leadership training, equipping leaders at all levels with tools to model respectful behaviours and foster inclusivity. This training focuses on empathy, active listening, bias awareness, conflict resolution, and creating psychologically safe spaces. Chief Commercial Officer Bold Baatar highlighted the importance of leadership in cultural transformation, noting, "Leadership sets the tone for culture. When leaders embody respect, it cascades throughout the organisation."

Employee engagement is central to the program's success. Workshops across Rio Tinto's global operations provide platforms for employees to voice concerns, share experiences, and propose solutions. These sessions are tailored to local contexts, ensuring relevance to diverse cultural and operational environments. Chief Executive of Copper Katie Jackson explained, "Inclusive culture isn't a one-size-fits-all approach. We're tailoring Everyday Respect to meet the unique needs of our sites, ensuring it's relevant and impactful everywhere."

The program also includes a robust reporting framework with confidential channels for reporting incidents, swift responses from dedicated teams, and a zero-tolerance policy for misconduct. This approach has led to increased trust in reporting systems, with a rise in reported workplace concerns since the program's implementation. Jackson noted, "This isn't about an increase in issues—it's about employees trusting that their voices will be heard and their concerns acted upon."

Measuring progress is essential to the Everyday Respect program. Rio Tinto has introduced cultural health metrics, including employee engagement surveys, diversity statistics, and incident reporting trends. Chief Executive Jakob Stausholm emphasised the importance of accountability, stating, "What gets measured gets managed. By tracking our progress, we hold ourselves accountable and ensure our actions align with our values."

The program has delivered measurable results:

• Improved Employee Engagement: Engagement levels have increased by an average of 15% at sites where the program has been fully implemented.
• Higher Reporting Confidence: Reports of workplace misconduct have risen by 25%, reflecting greater trust in Rio Tinto's reporting systems.
• Reduced Workplace Incidents: Sites with full program adoption have seen a 30% reduction in reported incidents of harassment and discrimination.
• Boost in Psychological Safety: 82% of employees report feeling comfortable raising ideas or concerns without fear of retaliation.
• Diversity Gains: Representation of women in leadership roles has increased by 12%, and there has been a 20% rise in employees from underrepresented groups across key operational sites.

Chief Technical Officer Mark Davies connected these improvements to the company's broader goals, stating, "When people feel safe to speak up, they're not just sharing ideas—they're contributing solutions. This cultural shift is directly impacting our ability to innovate and problem-solve effectively."

The Everyday Respect program extends beyond the workplace to include partnerships with communities. In Australia, Rio Tinto collaborates with Indigenous groups to embed cultural heritage considerations into its operations. In Mongolia, community engagement ensures the program reflects local needs and values. Chief People Officer James Martin highlighted this collaborative approach, stating, "Respect extends beyond our workplaces. It's about ensuring our values align with the communities we serve, creating shared benefits and mutual trust."

As the program continues to evolve, Rio Tinto plans to expand its reach and refine its tools to deepen its impact.

Chief Executive Jakob Stausholm outlined the long-term vision, stating, "Everyday Respect is about more than fixing what's broken—it's about building a culture where respect drives everything we do. This is how we create a stronger, more inclusive Rio Tinto."