Mining the Best Place to BeMining the Best Place to BeMaking Syncrude the Best Place to Work

Making Syncrude The Best Place To Work

Mining ... The Best Place to Be

Treatment of Employees and Diversity a Mining Perspective

Construction Owners Association of Alberta Presentation May 2003

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Fundamental Beliefs

Vision & Values

Being the Best Place to Work means it is The Best For All, regardless of different backgrounds, cultures, races, genders, perspectives or employer.

About Treating each other with Dignity & Respect and Valuing Diversity.

An area that requires continuous effort to improve

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Why?

Vision & Values

Not just a legal obligation – it’s a moral and ethical obligation

Good Business Sense Satisfaction =Productivity=Profitability

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The Challenge -Diversity of views perspectives and beliefs

Mining Organization Approximately 1200 Employees and a

considerable contractor workforce. From virtually every walk of life, background

and culture Approximately 50 different occupations and

professions All age groups 12% First Nations and Metis 10% female - many in non traditional roles

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ResponsibilitiesSYNCRUDE: Provide a workplace free of Harassment and

Discrimination. Treat all acts of harassment and discrimination seriously and in a confidential manner. An environment where employees’ can raise concerns without fear of reprisal.

LEADERS: are required to take action on any potential acts of harassment or discrimination that they are informed of or become aware of.

ALL EMPLOYEES have a responsibility to ensure a harassment and discrimination-free workplace. Must refrain from all acts of harassment or discrimination and address and/or report incidents of discrimination or harassment they observe or become aware of.

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What is Syncrude Doing?

Syncrude: Treatment of Employees Policy – Revised

1998 Trained resources in place:HR Reps

/Investigators /HR Manager Leader Training /Employee Roll-out Including subject in New Employee

Orientation Diversity Taskforce Leader Follow-up Sessions

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Continuous Improvement in Mining

Leader Training 1998/1999 Employee Roll-out 1999 Employee Refresher Sessions 2000

Integrated topic of Diversity Mine Managers review with all contract Management Leader follow-up Sessions 2000 WITT – Women in Trades & Technology

Employment & Retention – Action Research 2000 Mining the Best Place to Be Taskforce (Diversity) 1999 Leadership Training: Cultural Awareness and Dr.

Hayles Diversity Workshop Ongoing

Review of the policy - annually Ongoing

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The Impact And Next Steps? It has been a challenge but I believe the environment is

quite different today. That which might have been somewhat common in the

work place historically would not be accepted today. Employees are becoming more and more comfortable

addressing potential concerns as they arise. Clearly we have made significant progress in Mining but

it is an ongoing process of awareness, education and action.

I expect continued effort in this area by all leaders and employees.

For the future I look to more effort in areas of prevention and early intervention (conflict management).