ex09d20workplaceculture


	EXHIBIT 99.9

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Rio Tinto releases findings of external Progress Review on

workplace culture

20 November 2024

MELBOURNE, Australia--(BUSINESS WIRE)-- Rio Tinto today published the findings of an

independent, external Progress Review on its work to deliver sustained workplace cultural change

across its global operations.

Two years into a long-term cultural change program, the review found that progress is being made with

promising signs of improved culture, innovation, and performance. However, it revealed mixed results,

with concerning behaviours persisting in some areas and requiring sustained attention to address

effectively.

Rio Tinto Chief Executive Jakob Stausholm said: “People are still experiencing behaviours and attitudes

in our company that are unacceptable and harmful. I am greatly troubled by this and sincerely apologise

on behalf of our leadership team to anyone affected. I want to thank everyone across our business who

has shown the courage to speak up, as your honesty will guide our ongoing efforts to become an

organisation where every day is safe, respectful, and productive for everyone.

“I am proud and greatly encouraged by the genuine effort across Rio Tinto to change and to make

Everyday Respect part of our daily conversations, and by the fact that this Progress Review shows the

majority of our people believe we are heading in the right direction. The review also shows that while

progress is being made, achieving the sustained change we want to see in our culture will require

ongoing focus and effort. My message today is that we will stay the course.”

The Progress Review was conducted by former Australian Sex Discrimination Commissioner Elizabeth

Broderick, who undertook the Everyday Respect review of workplace culture that Rio Tinto publicly

released in 2022. It found that Rio Tinto's response to the Everyday Respect Report is gaining

momentum throughout the company and has established a solid foundation for building a more diverse

workforce and inclusive culture.

Elizabeth Broderick said: “I applaud Rio Tinto’s continued leadership and commitment to transparency

in driving cultural change. This is a significant undertaking in a global company with a growing and

dynamic workforce, diverse roles and complex working environments.

“Two years on, the progress is evident and there is an ongoing commitment to this work. I am not

surprised to see some areas where results haven’t improved, this is a normal part of the cultural change

process. With sustained focus from Rio Tinto, we should expect to see the positive change spread over

time.”

Findings of the Progress Review include:

•The 26 recommendations outlined in the 2022 Everyday Respect Report have been largely

implemented, with longer-term actions, such as continued investment in facilities, ongoing.

•People continue to experience harmful behaviours at Rio Tinto’s workplaces (see below for

more details)

•Around half of survey respondents reported a perceived improvement in relation to bullying

(50%), sexual harassment (47%) and racism (46%), compared to 8% who thought bullying had

become worse, 2% who thought sexual harassment had become worse and 4% who thought

racism was worse. A majority of respondents expressed confidence the company will make a

meaningful difference in these areas in coming years.

•People are more empowered to speak up and Everyday Respect is now widely considered a

normal conversation within the company, which is a critical step for culture change.

•The survey data in this Progress Review is a lagging indicator, suggesting that the full benefit of

the changes made in this time are yet to be fully experienced by the Rio Tinto workforce.

While recognising this progress and the clear commitment of many of Rio Tinto’s people and leaders to

create a safer, more inclusive and respectful organisation, the study showed that people continued to

experience harmful behaviours in Rio Tinto’s workplaces over the past year, including:

•Eight people reported experiencing actual or attempted sexual assault or rape, compared to five

people in 2021. Thirty-two people reported experiencing pressure or requests for sex or sexual

acts, compared to 37 people in 2021. The majority of people in both cases were women.

•7% of respondents reported experiencing sexual harassment (the same as in 2021).

•39% of respondents reported experiencing bullying (compared to 31% in 2021)

•7% of respondents reported experiencing racism (the same number as in 2021, when

comparing racism behaviours to those included in the 2021 survey).

Building on the 26 Everyday Respect recommendations, and guided by the insight from the Progress

Review, Rio Tinto has shaped the next stage of its plan to further embed existing interventions and

accelerate change focused around three priority areas: equipping frontline leaders to drive change,

building buy-in for change across all areas of our workforce and securing and retaining diverse talent.

Key actions include:

•Integrating ongoing listening to business processes through four Employee Resource

Groups (doubling to eight early in 2025) and more than 20 Village Councils; and through our

twice-yearly People Survey.

•Further embedding our new performance management process by linking career

progression and remuneration to how people behave according to our “Values in Action”

framework, equally to what they have achieve.

•Deepening people leadership capability, with all operational leaders and site leadership

teams to undertake Values, Mindsets and Behaviours training by the end of 2026.

•Driving sustainable improvements in workforce diversity, with progress on gender balance

linked to end of year bonuses to drive sustainable year on year improvement.

•Accelerating cultural inclusion activities, including extending our Cultural Connections

Program from Australia, where employees have already benefitted by deepening their

understanding of Indigenous history and culture, to Canada in 2025.

•Further education about harmful behaviours including sexual harassment, bullying and

racism, with more than 90% of Rio Tinto employees and contractors to complete redesigned

mandatory Code of Conduct training, in line with Everyday Respect, by the end of 2025.

•The communication of case studies of harmful behaviour to encourage discussion and

learning will be widened, through the roll out of ‘Purple Banners’ - a communications tool

developed in Iron Ore that is modelled on the sharing of safety incidents.

•Further improvement to the reporting and resolution process for people experiencing

harmful behaviours, including reducing timeframes and increasing transparency.

•Inclusion of all contractors for relevant Everyday Respect training and listening programs,

where practical.

•Further facility upgrades through building on our investment to date to improve facilities at

sites, with further significant investment planned, alongside publishing clear principles in

facilities design and requirements in line with our Code of Conduct.

Over 11,600 individual contributions of experiences, views and insights were made to the Progress

Review process. This extensive feedback was gathered through multiple channels: a comprehensive

online survey reaching 10,000 participants, listening sessions - both virtual and in-person - involving

more than 1,300 people, and more than 340 detailed written submissions. To gain firsthand

perspectives and ensure a truly global assessment, researchers conducted on-site visits to Rio Tinto's

operations around the world, including diverse locations in Mongolia, Canada, USA, New Zealand and

Australia.

The full Progress Review report can be viewed here.

View source version on businesswire.com: https://www.businesswire.com/news/

home/20241119163070/en/

Contacts

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