FY25 Performance
- 26% Women employees
- 85% Participation in employee survey
- 4.9% Total turnover
Our targets
Board and Executive
- Maintain 40:40:20 gender diversity on the Board of Directors (including the CEO and MD)
- Maintain 40:40:20 gender diversity in the ELT (excluding the CEO and MD)
Group
- Year-on-year increase with an ultimate goal to achieve 40:40:20 gender diversity
- Year-on-year increase in female representation across our direct employees (26% at 30 June 2025)
- Maintain our female representation differential well above local industry norms
Diversity, Equity and Inclusion
We believe that an inclusive culture that values diversity delivers better business outcomes, enables our people to achieve their full potential, and creates sustainable outcomes for the benefit of communities in which we work.
We will:
- Foster an inclusive culture that values diversity, where everyone who works for, or with us, feels safe, respected and included.
- Embrace our unique geographic footprint, celebrate our cultural differences and build a workforce that is representative of the communities in which we work.
- Design initiatives based on our values and bring them to life by applying, demonstrating and reinforcing DEI through everyday actions and experiences.
For more information on our approach to people and culture, visit page 63 of Sandfire’s 2025 Annual Report.
Our People 5 Year Goals
Zero fatalities and prevention of serious incidents and occupational diseases.
Global Milestones:
- Reduce total recordable injury frequency rate (TRIFR) year-on-year.
- Deliver the Sandfire Safety Leadership and Capability Development program globally.
- Optimise Principal Hazard Program at each operating asset.
- Extend our community health and wellbeing programs and establish partnerships to address SDG 3: Good Health and Wellbeing.
Workforce composition reflects the communities in which we work, and equal opportunity is provided to all our people.
Global Milestones:
- Implement multi-year global Inclusion and Diversity Program. Baseline established and targets in place at each asset to improve diversity.
- Implement actions from Respect @ Work audit undertaken in 2023.
- Invest in community development programs which provide equitable access to technical, vocational, and tertiary education supporting pathways to mining.
- Leadership teams to be reflective of our communities’ composition by 2028.
Attract, retain, and motivate our employees with a compelling employee value proposition.
Global Milestones:
- Create a meaningful connection for internal and external stakeholders to Sandfire’s purpose.
- Multi-year program to continually enhance and invest in a compelling Employee Value Proposition.
- Measurable year-on-year improvement in employee engagement on key priority indicators.
Enable our people to reach their full potential at Sandfire, now and into the future.
Global Milestones:
- Multi-year integration of psychosocial safety into leadership and wellbeing programs at
Sandfire. - Expand and embed our career and skills pathways and development program across the
business. - Embed our Don’t Walk Past philosophy at all assets.
To view the status against each of these milestones visit page 204 of Sandfire’s 2025 Annual Report.
Health and Safety
At Sandfire, the health, safety and wellbeing of our team members will always be paramount.