Corporate report

Mining Remediation Authority antiracism priorities 2025 to 2028

Published 15 September 2025

1. Our vision

Our vision is to create an actively antiracist organisation, making sustainable and long-term changes to address racial inequality. 

We aim to recognise racism and racial inequality, enabling us to break down barriers within our workplace to make it truly inclusive and representative of the communities we serve. We will champion diversity, actively challenge discrimination, and prioritise equity in everything we do.

2. Create an inclusive culture

To create an equitable and inclusive workplace culture that actively promotes racial equality, we will:

• continue to build an inclusive culture, where every individual is welcomed, valued, and feels empowered to bring their authentic selves to work
• enhance our reporting channels to better monitor and address issues related to racial inequality, harassment, and microaggressions
• create an inclusive culture

3. Strengthen our engagement

To strengthen how we listen to and engage with colleagues on race equality, and take proactive steps in response to feedback and concerns, we will:

• implement inclusive feedback mechanisms for ethnically diverse colleagues to voice their opinions, share concerns and create a diverse and psychologically safe workspace
• support our Race Equality Network, empowering colleagues to lead initiatives and drive positive change within our organisation

4. Build our education and understanding

To continue to build our collective understanding of racial inequality, racism, and its impact, we will:

• progress our reverse mentoring programme to facilitate greater access and reciprocal learning between senior colleagues and colleagues from ethnically diverse backgrounds
• celebrate cultural diversity through events, awareness days, and storytelling, using these opportunities to improve our awareness and celebrate diversity
• provide resources and opportunities for self-education on systemic racism, unconscious bias, and privilege

5. Increase diversity and representation

To continue increasing ethnic diversity at all levels of our organisation and create opportunities for development, we will:

• use our people data to monitor ethnic diversity across all levels of our organisation and implement inclusive recruitment strategies to address under representation
• continue ethnicity pay gap reporting to identify disparities and take action to ensure pay equity

6. Embed decision making and accountability

To continue to embed inclusion and anti-racist principles into our decisions, policies, and processes, we will:

• conduct equality impact analysis on policies, procedures, and key decisions to ensure they prevent discrimination, promote racial equity and align with our anti-racist principles, making adjustments as needed
• report annually on our equity, diversity, and inclusion and antiracism priorities to track progress, maintain transparency, and identify areas for further improvement