Five minutes with human resources manager Kim Adcock

08 Mar 2024 · 700 words, 5 min read

As part of AusIMM’s International Women’s Day Event Series, we sat down with Kim Adcock, HR Manager at CR Powered by Epiroc (Associate Partner of the Series).

Kim shares her expert insights on building and supporting diverse teams in the resources sector, and how a new approach to flexibility can empower team members to achieve better work life balance and enhance overall wellbeing.

Why is creating a diverse, inclusive culture so important to you?

Firstly, it fosters innovation and creativity by bringing together individuals from different backgrounds, experiences, and perspectives. This diversity of thought allows us to approach challenges from multiple angles, leading to more effective problem-solving and decision-making.

Secondly, it promotes employee engagement and retention by ensuring our team members feel valued, respected, and included. This, in turn, enhances productivity and overall workplace satisfaction.

Additionally, a diverse and inclusive culture reflects our commitment to Respect, one of our core values. This enhances our reputation within the mining industry.

CR Powered by Epiroc has a program of workshops and forums to help champion the role of women in resources – can you please tell us a bit about that?

We created a ‘Women in CR’ group where we hold workshops and forums aimed at creating a supportive, collaborative and inclusive environment. These events provide networking, mentorship, and professional development opportunities for women across our global organisation – spanning China, Australia and the Americas.

We aim to empower women to overcome barriers and thrive in traditionally male-dominated fields through targeted guest speakers and panel discussions. Additionally, we actively promote gender diversity within our organisation through recruitment efforts, leadership development programs, and ongoing support and advocacy for women at all levels of our workforce.

These initiatives help us build a more diverse workforce and foster an inclusive environment where all employees feel valued, respected, and empowered to reach their full potential.

The company also has an approach called ‘radical flexibility’ – what do you mean by this and how does it help foster a diverse and inclusive workforce?

This refers to our approach to workplace flexibility that goes beyond traditional norms. We recognise that employees have diverse needs and responsibilities outside of work, and we strive to accommodate these through innovative practices.

This can include flexible working hours, remote work options and other arrangements tailored to individual needs. We empower our employees to achieve better work-life balance and enhance overall wellbeing by embracing radical flexibility.

Importantly, it also enables us to attract and retain talent from diverse backgrounds who may have different needs and preferences regarding their work arrangements, which helps to foster a more inclusive workforce.

Are there any other initiatives being run that are helping build a diverse and inclusive culture?

We have implemented unconscious bias workshops for leaders to raise awareness and mitigate biases in decision-making processes, and targeted recruitment strategies to attract talent from underrepresented groups. We also offer graduate programs and internships to provide opportunities for young professionals from diverse backgrounds to kickstart their careers in the mining industry.

One of the critical aspects of any mining/METS company and its culture is its connection to the local communities it operates in. How is the company engaging with key community stakeholders?

We recognise the importance of engaging with local communities to build relationships and promote sustainable development. We actively seek input from our team members, diversity partners and Corporate Social Responsibility (CSR) committee. This allows us to understand community needs and concerns, address potential issues, and collaborate on mutually beneficial projects and initiatives. Additionally, we prioritise local hiring and procurement wherever possible, supporting economic growth and job creation in the areas where we operate.

Our CSR initiatives are centered around four core pillars: health, wellbeing and community; environment; First Nations; and women in STEM. Our community engagement initiatives yield tangible benefits for the communities we serve. These include providing support and fundraising for local sporting groups and schools, participating in volunteering events, offering aid in times of disaster relief, and fostering support for local businesses. By collaborating closely with our local communities, we generate shared value and contribute to the long-term social, environmental, and economic sustainability of our operating areas.

We are proud to make a difference and be a good corporate citizen, giving back to the communities within which we operate.