IMD-7-2466

[Preview Copy]
Rio Tinto: Everyday Respect (B)

Professor David Bach, Rio Tinto Chair in Stakeholder Engagement, and Research Associate Shih-Han Huang prepared this case as a basis for class discussion rather than to illustrate either effective or ineffective handling of a business situation. While part of Professor Bach’s research is funded by Rio Tinto, this case was produced solely by the authors and the company exercised no editorial control or influence over its content.

IMD-7-2466

[Preview Copy]
Rio Tinto: Everyday Respect (B)

An external perspective

Stakeholder reactions

Adopting recommendations

Changing a culture

Conclusion

An external perspective

Stakeholder reactions

Adopting recommendations

Changing a culture

Conclusion

*This is a preview copy and is not intended for reproduction, posting, or classroom use. Authorized only for educator review.*

In February 2022 Rio Tinto publicly released a workplace culture report that revealed that sexual harassment, racism and bullying were occurring at an alarming rate throughout the organization. The commissioned report, an independent review by former Australian Sex Discrimination Commissioner Liz Broderick and her team, showed that bullying and sexism were systemic across the company’s worksites, with almost half of employees experiencing bullying, nearly one-third of women and 7% of men experiencing sexual harassment, and prevalent racism in a number of locations.

How did the different stakeholders react? How is Rio Tinto dealing with the report’s 26 recommendations? And how has the company changed, both internally and in the eyes of key external stakeholders?

AN EXTERNAL PERSPECTIVE

Was Liz Broderick surprised by what the Everyday Respect process surfaced? She shares her reaction to the report’s findings and Rio Tinto’s decision to release it.

Reaction from the media

Reaction from investors

Reaction from employees and prospective employees

Reaction from civil society

Reaction from governmental agencies

Reaction from industry peers

Kellie Parker on the importance of engaging with stakeholders and the iterative listening process that defines their conversations now.

Isabelle Deschamps highlights the importance of transparency as a driver for her decision making.

Transparency has been an important guiding light in Rio Tinto’s decision-making process, particularly vis-à-vis the Everyday Respect report. Being so open can have its challenges as well. Isabelle elaborates on what to look out for.

*This is a preview copy and is not intended for reproduction, posting, or classroom use. Authorized only for educator review.*

ADOPTING THE RECOMMENDATIONS

The Everyday Respect report included a list of 26 detailed recommendations. What changes has Rio Tinto made since publication, and how has it gone about implementing them?

Kellie Parker and James Martin share the changes made so far based on the report’s recommendations.

Innovative approaches

Building on its experience of promoting physical safety in the workplace through the use of banners, Rio Tinto employees created a similar approach to capture and share learnings about promoting psychological safety.

Purple banners

Kellie Parker on the purple banner, how it got started and its purpose.

Having effective purple banner conversations

Example 1: Racist remarks

Example 2: Interdepartmental disrespect

James Martin on measuring culture. What indicators does he look at, how does he know the culture is changing, and finally, what are his aspirations for Rio Tinto?

Why is Rio Tinto putting so much emphasis on improving its culture?

Liz Broderick shares advice for companies that want to change their workplace culture

CONCLUSION

Isabell Deschamps reflects on the changes the report has triggered so far.

“The only way that we are going to chart a path forward is with people.” Kellie Parker on why culture is so important for Rio Tinto’s future.

Culture change starts with the individual. Words of encouragement and tips from James Martin on taking the first step.

“If you’re a human being, and you believe in human decency, you have everything that’s necessary to create the change you want to see in your organization.” Liz Broderick on the essentials of driving change.

*This is a preview copy and is not intended for reproduction, posting, or classroom use. Authorized only for educator review.*

[Preview Copy] Rio Tinto: Everyday Respect (B)

How did the different stakeholders react? How is Rio Tinto dealing with the report’s 26 recommendations? And how has the company changed, both internally and in the eyes of key external stakeholders?

ADOPTING THE RECOMMENDATIONS

Innovative approaches

[Preview Copy]
Rio Tinto: Everyday Respect (B)