4 | Smelter transforming workplace culture A workplace transformation programme at New Zealand Aluminium Smelter has seen the business recognised as a finalist in the Respectful Culture category at the 2026 Diversity Awards NZ. REGIONAL Rio Tinto T T Russell Fredric “People don’t avoid the conversations — they lean into them, guided by care, courage, and curiosity.” 4 V I C T O R I A A V E N U E , I N V E R C A R G I L L Phone 03 218 3200 | admin@ajautoelectrical.net.nz Specialists in All Auto Electrical Repairs & Servicing Delkor battery specialist Caravan electrical and solar Air Conditioning Auto electrical repairs & servicing Proudly associated with Rio Tinto A three-year workplace transformation programme at New Zealand Aluminium Smelter has seen the business recognised as a finalist in the Respectful Culture category at the 2026 Diversity Awards NZ. NZAS HR Business Partner Angela Schrider says the recognition reflects a broad cultural shift across the Tiwai Point site where practical changes, employee-led initiatives and stronger day-to-day conversations around inclusion, have become embedded into the business. From redesigned facilities and uniforms to leadership development and cultural partnerships with Ngāi Tahu, the Everyday Respect programme has reshaped how people work and interact across the smelter. The programme emerged following the release of an independent global report commissioned by parent company Rio Tinto in 2022, which identified concerning levels of sexual harassment, bullying and racism across its workplaces. “Three years ago, New Zealand Aluminium Smelter (NZAS) started on a challenging but critical journey,” Angela says. While the report grouped findings by country rather than site, NZAS recognised the results directly reflected experiences within its own workforce. The findings prompted leadership to reassess long-standing workplace behaviours and systems within what has traditionally been a male-dominated industrial environment. “The Everyday Respect results were eye-opening to the leadership team: 45.8% of women had experienced sexual harassment, and Māori, Pasifika, and Asian members had experienced racist comments.” NZAS began by engaging directly with employees through feedback sessions, reviews and workshops to better understand where barriers and behavioural issues existed. Leadership development became an early priority, with workshops focused on psychological safety, inclusion and improving confidence around difficult conversations. “To find our path, we started with our people. Employee feedback, site-wide reviews, and people analytics highlighted structural barriers and cultural issues.” The Everyday Respect programme was then integrated into daily operations through shift-start discussions where crews regularly reflect on behaviours, teamwork and alignment with company values. Employee-led respect and wellbeing groups were also established to identify priorities and drive practical improvements across the site. This work extended into the physical environment. Gender-inclusive toilets, upgraded lighting and more private shower facilities were introduced, while uniforms were redesigned to better fit different body types and genders. Monthly reviews continue to identify further improvements across departments. NZAS also strengthened its bicultural approach through initiatives developed alongside Ngāi Tahu. A Cultural Induction Room now introduces visitors and employees to the history of the land and the concept of kaitiakitanga, while Te Wiki o Te Reo Māori activities and workshops have helped build wider cultural understanding across the workforce. “Leaders engaged in difficult conversations to understand employees’ experiences, confirming that the reported data reflected the workplace culture.” One of the programme’s more visible initiatives has been the Purple Banner process, which enables harmful behaviour to be reported through Rio Tinto’s confidential My Voice system. Learnings and outcomes are then discussed across crews, helping normalise conversations around accountability and respectful behaviour. Consequently, employees are now more willing to challenge inappropriate conduct and raise concerns openly, both within teams and at larger site meetings. Reporting through My Voice has increased, while staff surveys indicate stronger perceptions around safety, inclusion and psychological wellbeing. “People don’t avoid the conversations — they lean into them, guided by care, courage, and curiosity.” The programme has also coincided with a 49.4% proportional increase in women working in operational roles since June 2022, including within teams that had previously been entirely male. “Everyday Respect is lived every day, creating lasting cultural change.”
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