Company Profile

Coal Mining

Rio Tinto Plc

Total score

Total score : 38
  • Poor



  • Unsatisfactory



  • Fair



  • Good



  • Excellent



Transparency score
Transparency score: 72%

US$ 47 billion

Total aggregate sales

US$ 3.9 billion

Average monthly sales


Number of current employees who will die from a NCDs between the ages of 30-70*

*Based on WHO Regional Comparable Estimates

US$ 120 million

Total spending on CSR (health and community)


Total number of employees





Employee Overlay

Probability of dying from NCDs per country/region

Wellness program

The "Achieve Health? Health Risk Management System (HRMS)


The Achieve Health program is a health and wellbeing program that offers potential wellbeing, safety and productivity benefits for Rio Tinto employees.


Rio Tinto global


By the end of 2009 , 21 locations and more than 1500 employees had participated in the health risk assessment. In addition, 100 senior leaders had participated in the executive medical program.


Participation in the Achieve Health program is voluntary


At the Rio Tinto Kestrel Mine, employees are eligible to claim an annual health and wellness rebate. Employee must participate in a health assessment to be eligible for a rebate and the money should be primarily used to address any higher risk areas, as identified in the health assessment.

Program activities:

There are five elements to the program:

  1. Health risk assessment and biometric assessment – An annual and voluntary assessment for all employees (online or paper-based questionnaires) related to lifestyle and behavior, as well as risk factors for illness including family history and incorporate an assessment of ‘readiness to change’. This also includes physical measurements such as height, weight, waist, blood pressure and cholesterol and glucose levels.
  2. Worksite health campaigns: public health-style workplace programs designed to raise awareness, educate and encourage behavior change in employees on relevant health issues such as the “Be Active Challenge” which more than 3000 employees participated in the 2009 program.
  3. Health interventions: program provides specific resources to individuals to help them make lasting behavior change on issues such as smoking, exercise, weight loss and mental health. Most resources are available either online or as hard copy and staff are provided with access to workbooks and health coaches
  4. Communications: ongoing and regular targeted communications such as briefing notes for key stakeholders and a monthly employee newsletter.
  5. Executive medical program: Rio Tinto relaunched its executive medical program under the “Achieve Health” banner resulting in increased leadership support.


At the Kestrel mine for instance, the online health risk management system is being significantly underutilized, therefore all individuals are offered face-to-face initial consultations to assist with the online data entry and face-to-face follow-up to ensure health outcomes are being achieved.

Health outcome:

  • Initial toolbox talks achieved >70% initial sign up to the program with employees.
  • Advanced health assessments and follow-up consultations were offered to all permanent employees and their partners. These were conducted off site and out of work hours (at CBI Emerald office) 65% (240) of the employees at Kestrel and 86 of their partners had a health assessment which placed Kestrel at the top of the Rio Tinto Coal Australia sites in terms of participation (41.6% of the 598 health assessments for Rio Tinton Coal Australia were Kestrel employees).
  • Initial health assessment findings used to effectively identify key trends in employee health and lifestyle and follow-up initiatives were developed from this; including the healthy breakfast and lunch campaign, weight loss challenge and nutrition seminars.
  • BeActive 10 week walking and weight loss challenge involved 23 teams of 4 people. The winner of the weight loss challenge achieved a 9.2kg weight loss during the competition and through the continued dietary and exercise support post-challenge, he lost a total of 21.6kg in 2010.
  • Nutrition Detectives seminar engaged the partners of employees equating to 40% of participants.
  • Healthy breakfast campaign attended by 160 individuals over a 4 week period.
  • Healthy lunch campaign attended by 50 employees each day for a week. At three months post campaign surface employees are still making time to leave their desk for a healthy lunch.
  • 3 Health interventions per calendar year.
  • All monthly health topics and focus areas to be determined in advance.

Humanistic and productivity outcome:

10% improvement on 2011 participation results for both employee and partner Health Assessments

Future goals:

More research is required to identify whether the limited usage of this system is related to the workplace culture created by previous health interventions, which were always face-to-face, or whether it’s related to the predominantly male, ageing, blue collar workforce.

Health screening/assessment frequency:

Annual health risk assessment

Run by (vendors, etc.):

Vendors: Ford health, Corporate Bodies International (CBI) - is a program that involves employees, human resources and medical insurers

Rio Tinto Fatigue Management framework


Rio Tinto developed a fatigue management framework with its associated tools to identify and trial fatigue management technologies.

Year started:



The average age of participants in the follow-up program was 42 years, with males accounting for 92% of participants. The average age (39 years) and also male-dominated cohort supports the decision made regarding the use of face-to-face consultation, rather than relying on the individual to target their high risk results through use of the online myhealth page.

Program activities:

Implemented a bio-mathematical roster modelling tool (FAST); identified and trialed fatigue management technologies; and developed a series of frontline assessment tools and supporting guidance.

Program activities:

Implemented a bio-mathematical roster modelling tool (FAST); identified and trialed fatigue management technologies; and developed a series of frontline assessment tools and supporting guidance.

Rio Tinto Oyu Tolgoi mine in Mongolia health and wellbeing program


The facility implemented a health and wellbeing program to provide employees and contractors with opportunities to improve their health. It focused on three areas: health and wellbeing information, nutritional support and personalized fitness programs.

Year started:



Rio Tinto Mongolia


Over 1,300 people from a population of 2,800 participated in the first round of the passport launch, which has greatly increased knowledge of health issues at Oyu Tolgoi

Program activities:

  1. Medical assessment with result entered into a health “passport”, and any risks explained.
  2. Optional referral to a nutritionist.
  3. Access to personal trainers helping with weight modification goals.

Program activities:

Initiatives included:

  • Coordinating health improvement programs with food services and seasonal wellness campaigns
  • Reducing oil and salt in kitchen meals and introducing a color-coded labelling system (green, amber, red) that provided information on nutritional values.
  • The Health passport wellness campaign, a three-step process reviewed every month for four months

Run by (vendors, etc.):

It is run by the health, safety and environment (HSE) team, International SOS (the facility’s clinic and occupational health provider), and Catering International Services, which manages catering and nutrition and supports the recreational center.