Attracting, retaining and developing the right people for the job.
Fortescue is committed to providing a safe and inclusive workplace that attracts, rewards, develops and retains motivated, high performing team members to foster engagement, enhance productivity and reduce turnover. Our success is driven by our talented and skilled people.
To be an industry leader in the development of our people, nurturing internal talent and strengthening our leadership capability through targeted development interventions.
Fortescue is committed to developing a high-performing, future-ready workforce that supports our ambitious vision to accelerate decarbonisation on a global scale, rapidly and profitably. By prioritising the development of talent and skills, we ensure our people are empowered to drive innovation, deliver operational excellence, and contribute to transformative environmental initiatives.
A full breakdown of our FY25 Talent and Skills data is provided in our FY25 ESG Databook located in our Document Library.
Fortescue’s commitment to talent and skills drives positive impacts for employees and communities, supports operational excellence, and mitigates risks such as workforce shortages. Our expansion into low emissions technology offers opportunities to upskill employees and lead in sustainable workforce development as a component of a just transition.
Fortescue’s talent and skills strategy reflects our commitment to fostering a skilled, engaged, and future-ready workforce that drives innovation and delivers long-term value, and it is built on two core pillars:
Fortescue’s Performance and Talent Cycle is a cornerstone of our talent management framework. This annual process includes performance reviews, development planning, and succession management, ensuring that employees receive structured feedback and have clear pathways for growth. Recognition programs like Values in Action and Legends tenure recognition celebrate employee achievements and reinforce our commitment to fostering a positive workplace culture.
The effectiveness of Fortescue's management of talent and skills is measured through various metrics and performance outcomes, including:
The outcomes are used to improve talent and skills programs where required.
Fortescue takes a proactive approach to talent and skills development, implementing a range of programs and initiatives that empower employees and support their long-term success.
Our Learning and Organisational Development teams provide employees and contractors with a range of educational and professional development opportunities. Individual development plans are created by team members in consultation with their direct leaders as part of the annual performance and talent cycle, via the Learn Reflect Connect model.
Our employees are supported through the provision of internal training such as our Leadership Academy, support for selected external training as well as education assistance and associated leave. Fortescue's education assistance guideline was updated in FY25, outlining the commitment to reimburse up to 50 per cent of relevant course fees for tertiary study which is linked career development objectives.
The Fortescue Leadership Academy was launched in FY25, featuring four cornerstone programs that focus on essential leadership skills specific to Fortescue and our future. Each program is designed with a clear purpose: to develop the skills, capabilities, and bench strength needed for our leaders to thrive in our unique environment.
Fortescue Futures, our dedicated program aimed at identifying and developing our high performers to create a strong leadership bench and a robust talent pipeline programs that focus on essential leadership skills specific to Fortescue and our future. In FY25, there were 191 participants.
Fortescue Frontline focuses on building practical leadership skills that make a real impact. This program is designed to empower our operational leaders through hands-on experiences, targeted training modules and real time observations and feedback. Our Fortescue Frontline program is currently being developed into a nationally recognised qualification; Certificate IV Leadership Management. In FY25, there were 835 participants.
Fortescue Focus is designed for every leader at Fortescue, from superintendents to senior managers and executives, this program creates a transformative opportunity for leadership development. Grounded in contemporary leadership research and the latest behavioural science, this program empowers Fortescue leaders to align individual development with Fortescue’s future. In FY25, there were 155 participants.
The employee learning series sessions provide the opportunity for leaders and team members to dive into different topics, challenges and interests within the business. These interactive sessions have been designed to reflect Fortescue's unique culture, challenges, and priorities, ensuring they address the key interests and needs raised by our team members. By focusing on areas such as people experience insights, meaningful career development conversations, financial literacy, and diversity and inclusion, the series has equipped leaders and team members with essential skills for effective leadership and professional growth. In FY25, over 3,000 employees participated in these learning opportunities.
To mark 10 years of Fortescue's Leadership Empowerment for Aboriginal People (LEAP) program, each month we will spotlight our First Nations LEAP graduates who have since become leaders within our business.
This month, we feature Melanie Condon, a proud Innawonga Traditional Owner from the Paraburdoo region of the Pilbara, working as a Mine Support Supervisor at our Cloudbreak operations.
Melanie has been a dedicated member of the Fortescue family for more than a decade, first joining us as a dump truck operator in 2011.
In 2020, she graduated from our LEAP program and said the leadership skills and mentoring in the program was second to none.
“I had never had ambitions of being a supervisor until a leader told me that I showed great leadership skills when giving a talk to the VTEC students,” said Melanie.
“It gave me the confidence in myself that was lacking and so when I was given the opportunity to join LEAP, I grasped that with both hands and have never looked back.”
Since completing the program, Melanie stepped into her current supervisor role and has become an inspiring role model to her peers and community, notably so that she was awarded the NAIDOC Leadership Award in 2022.
More on Melanie’s journey in her own words.
Since finishing LEAP, what has your career journey looked like?
Before joining LEAP, I was an operator of dump trucks, graders and loaders. My supervisor at the time was an incredible mentor and when I completed LEAP, my confidence went from strength to strength, and I stepped up into my current supervisor role here at Cloudbreak, which I absolutely love. I had no hesitation taking on the role, as both my supervisor and the LEAP program had set me up to succeed. I am currently studying for a Diploma in Surface Operations Management, that’s how much my confidence and belief in myself has grown.
Since becoming a leader, what are some things you’ve learned about your leadership style?
My leadership style has always been to lead by example and to mentor, encourage and support my team in being the best that they can be. I have a fantastic team, and I like to think that I bring out the best in each one of them.
What advice would you give those taking part in our LEAP program?
It is a fantastic program and I would encourage emerging leaders to apply. It will give you the confidence and skills to take the next step in your Fortescue journey and become a great leader. Be open to learning, never doubt yourself and your capabilities, LEAP will bring out the leader in you so don’t let this opportunity slip through your fingers.
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FY24 Corporate Governance Statement
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FY25 Annual Report and Appendix 4E
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