People

At MMG, our people are the foundation of our success. We are committed to fostering a workplace that is safe, inclusive, and empowering—where every individual can thrive and contribute meaningfully to our shared goals. 

Our Commitment to People 

Our MMG-wide People Policy, People Standard and detailed internal working documents ensure global standards and local requirements are met, which include policies related to compensation and dismissal, working hours, recruitment and people movements. It ensures global consistency, local compliance, and alignment with international frameworks including the UN Guiding Principles on Business and Human Rights, and ILO conventions. 

MMG is also aligned with all national legislation and legal requirements in the countries where our operations are located. Through robust selection processes, we choose the best people for each position and reward them competitively with salary and benefits that reflect market conditions and their contribution to our overall business success. We are committed to sharing our successes with our host communities through local employment opportunities, and by investing in training and education to help local residents’ transition to careers in mining or related fields. 

Workforce Composition and Diversity and Inclusion 

We are committed to providing safe workplaces free of discrimination and harassment, to foster an environment of diversity and inclusion. Our global Diversity and Inclusion approach is led by the Executive Committee. MMG, through the Code of Conduct and People Committee, provides guidance on diversity and inclusion policy and practices, collaborating with teams globally to develop initiatives and actions tailored to their specific needs. MMG’s approach to inclusion and diversity supports our comparative advantage in attracting and retaining talent, in addition to delivering business benefits associated with greater levels of collaboration. 

We promote a culture of respect and belonging across our operations through: 

• Site-based DEI Committees and employee networks 
• Lean In Circles, multicultural onboarding, and blind CV screening 
• Flexible work arrangements tailored to operational contexts 
• Annual DEI training for all leaders 

As of 2024: 

• Female representation across MMG: 15.9% (targeting 3% annual increase) 
• Employees under 30 years: 11.8% 
• Host country national employees: 92.5% 
• Employees covered by collective bargaining agreements (union coverage): 60.4% (site-based employees only) 
• Women in leadership roles: 14% (General Managers) 

We disclose workforce composition by gender, age, ethnicity, and employment type in our Sustainability Databook. 

Employee Wellbeing and Mental Health 

Good mental health and wellbeing are priorities for MMG, bringing clear business and employee benefits. We recognise that certain factors can positively or negatively impact the mental health and wellbeing of our people. 

Our Mental Health Framework describes the broad actions that we take to promote good mental health practices in the workplace, and to support employees experiencing mental illness, such as depression and anxiety. 

Our approach focuses on three key areas: awareness and prevention, capacity building, and support and recovery. 

We support holistic wellbeing via: 

• 24/7 Employee Assistance Programs (EAPs) 
• Mental health first aid training across all sites 
• Annual wellbeing surveys and psychological safety assessments 
• Burnout prevention initiatives and fatigue risk management systems 
• Health exposure monitoring for occupational risks (e.g. lead, diesel particulates) 
• Localised wellbeing programs tailored to cultural and site-specific needs 

Training, Development, and Future Skills 

We provide our people with the opportunity to develop their skills, expertise and experience to optimise their contribution to our business and to advance their careers. The Company has two broad streams of vocational training: operational training, and competency verification, aimed at driving safety, efficiency and managing material business risks. 

In addition, MMG supports employees’ professional development to enhance leadership capabilities and support career pathways. We undertake extensive workforce and community engagement on, and offer support to, individuals affected by any business decisions to downsize or close operations. 

In 2024: 

• Average training hours per employee: 40 
• % of workforce trained: 95.2% 
• Leadership development expanded through the High-Performance Leadership Program, with a focus on female leaders 

Labour Relations and Human Rights 

We are committed to upholding the International Labour Organisation’s (ILO) Declaration of Fundamental Principles and Rights at Work and their Core Labour Standards. We comply with all local labour laws, as a minimum, and with consideration of the eight core conventions of the ILO focusing on human rights that are directly applicable to representation. We strive to have positive and constructive negotiations with the elected representatives of our employees and their labour unions. The Company also upholds the ILO Principles regarding the elimination of all forms of forced and child labour. 

We are committed to upholding freedom of association and collective bargaining. Our operations: 

• Recognise unions and collective agreements 
• Conduct annual human rights due diligence across operations and supply chains 
• Disclose findings in our Modern Slavery Statement 
• Undergo independent audits for labour rights compliance 

Grievance Mechanisms and Whistleblower Protections 

Our values and Code of Conduct inform ongoing, long-term stakeholder relationships with communities and other stakeholders, as well as our engagements with our own people. We have formal structures guiding how we review and respond to any potential behavioural, ethical or cultural issues as they may arise. 

MMG’s Code of Conduct, which sets out the standards of behaviour for our employees, contractors and suppliers, covering areas such as conflict of interest, fraud, anti-corruption and legal compliance, is overseen by our Code of Conduct and People Committee, chaired by the Executive General Manager, Corporate Relations. 

MMG engages an independent confidential whistleblower service. The Whistleblower Framework is integral to MMG’s Corporate Legal Compliance Standard. Our external stakeholder grievance mechanism fully aligned with our Whistleblower framework and additional mechanisms for anonymously raising grievances, further strengthening protections for stakeholders who raise issues with MMG. We also have an Anti-Corruption Standard and Framework. 

All sites maintain confidential grievance channels aligned with the UNGPs. These are: 

• Accessible to employees, contractors, and community members 
• Monitored for trends and resolution rates 
• Supported by whistleblower protections and non-retaliation policies 

Local Employment and Indigenous Engagement 

We are committed to the regions where we operate. We aim to share our success with our communities by providing local employment opportunities and investing in training and education to help local residents gain valuable and transferrable skills.  

Local employment is a major contributor to socioeconomic improvements and is the foundation of positive engagement with local communities. Over time, we are developing local workforce capability, reducing dependency on non-local employees and building broader community socioeconomic resilience. 

We partner with local communities to: 

• Co-design training and employment pathways 
• Integrate Indigenous enterprises into our supply chain 
• Align with ICMM Indigenous Peoples Position Statement and the Voluntary Principles on Security and Human Rights 
• Report procurement spend annually 

Executive Accountability and Governance 

MMG is dedicated to upholding a high standard of corporate governance practices demonstrated through an experienced Board, sound risk management and internal controls, and transparency and accountability to all stakeholders. For MMG, good governance extends beyond the Board, with executive management integrating governance practices throughout the organisation.  

In accordance with our MMG Sustainability Framework, which is reviewed and endorsed by the MMG Board and implemented across the Company, the Board identifies, reviews and governs Sustainability-related material issues. The Framework is consistent with the ICMM’s Mining Principles and incorporates all MMG’s Sustainability-related reporting and disclosure obligations as well as stakeholder expectations. The Company’s approach to sustainability is guided by our Corporate Governance Policy, People Policy, Shareholder Communication Policy, SSHEC Policy and Human Rights Policy. 

Executive remuneration is tied to ESG KPIs, including: 

• Safety performance 
• Emissions reduction 
• Community satisfaction 
• Ethical conduct 

These are reviewed annually by the Governance, Remuneration, Nomination and Sustainability (GRNS) Committee.