O U R G R E AT E S T R E S O U R C E I S O U R P E O P L E
Tronox Values
WE ARE BUILDING A LASTING FOUNDATION FOR GROWTH AROUND A SET OF SIX CORE VALUES —
Health & Safety, Responsibility, People, Teamwork, Customers, and Results – that define our approach to
doing business. Our leadership team and approximately 5,500-strong global workforce dedicate tremendous
time and resources to living, communicating and reinforcing these values throughout the business.
Who is Tronox?
Health & Safety
Teamwork
Tronox mines and processes titanium ore, zircon and
Equal opportunity and diversity are fundamental values of
WE WORK SAFELY – ALL THE TIME
WE WILL WIN – AS A TEAM
other minerals, and manufactures titanium dioxide (TiO2)
Tronox, based on the belief that knowledge and ultimately
pigments that add brightness and durability to paints,
our business success, grows out of a broad spectrum of
plastics, paper, and other everyday products. The company
ideas, experiences and perspectives. We foster a work
is the world’s largest fully integrated producer of titanium
climate in which all members of our community are
ore and TiO2, mining and processing enough titanium
evaluated only on the basis of their performance and are free
feedstock to meet all of its pigment capacity needs. Tronox
to express their ideas, have them judged on their merit, and
also runs an electrolytic and specialty chemicals division
advance their careers.
Responsibility
Customers
WE CARE FOR OUR ENVIRONMENT AND
OUR COMMUNITIES
IT REALLY IS ALL ABOUT THE CUSTOMERS
providing innovative products to the energy storage, paper,
PEOPLE ARE OUR MOST IMPORTANT
RESOURCE
1
People
2
automotive, and pharmaceutical industries.
Results
WE MEASURE, OWN AND DELIVER RESULTS
Our mission is to brighten the lives of our workforce,
communities, customers, shareholders, and our other
Tronox’s diverse global workforce is committed to safe
stakeholders. We seek to create and advance a culture that
and sustainable business practices that bring value to its
is welcoming and respectful to people of all backgrounds
shareholders, customers, employees, and business partners.
and viewpoints.
The company operates in 17 locations around the world,
including three pigment plants in the United States, Australia
and the Netherlands. Through a combination of innovation
and operational excellence, we make high-quality products for
more than 1,000 customers globally.
2 Tronox Limited
Our Greatest Resource is Our People 3
TELL US ABOUT YOUR BACKGROUND:
I grew up in a rural part of KwaZulu-Natal, South Africa. From
an early age I had keen interest in my school work and how
things work (I was always dismantling radios and old TV sets to
see what’s inside). My short-term goal then was to be admitted
to a boarding school as most boarding schools had electricity,
running water and libraries which was better than life in the
countryside. In 1991, I was admitted to boarding school. It was
a good opportunity as our school was one of the best black
schools in producing matric (grade 12) results; it therefore
attracted the attention of companies who sent their talent scouts
to recruit.
WHAT ARE SOME OF THE CHALLENGES YOU HAVE
EXPERIENCED IN THE MINING SECTOR?
Tronox & Diversity
“First and foremost, we support diversity because it is the right thing to do.
We live in a diverse world, we work in diverse communities, and talent
and commitment come in all colors, genders, shapes and sizes. We want
our work force to reflect the world we live in. Diversity is also good
business practice because it has been proven in many industries to be a
powerful tool for generating innovation, strong business performance
and growth into new markets. At Tronox, we aspire not only to build
a diverse workforce, but to leverage the broad range of people and
perspectives within our organization by fostering an inclusive work
environment. These twin social goals are and will continue to be the
catalyst of the financial success of our company.”
TOM CASEY
Chairman and CEO
OBJECTIVE: FOSTER A DIVERSE WORKPLACE
Focused efforts to develop talent and create new opportunities for our employees resulted in substantial improvements in
our 2013 performance indicators:
The mining sector has a lot of opportunities for aspiring future
leaders and managers willing to make an effort to change,
grow and adapt. It was, however, not always smooth sailing
for me. After university, when I began my career at a different
company, it was a huge challenge to start in mining as an
engineer-in-training as the environment had a lot of racial
tensions that I was not
used to. So going to work
was not always
enjoyable as one had
to deal with
these tensions
and
conflicts.
There was also a lot of retrenchments at
the mining sector as most of the mines
were beyond their profitable running life.
OUR GREATEST
RESOURCE IS
OUR PEOPLE
WHY IS DIVERSITY IMPORTANT?
Diversity is important because it makes
or breaks the organization. Making proper use of diversity
ensures unique individual contributions to the organization.
This is important as it ensures a team has more than one way
of facing the challenges. Healthy organization and teams make
good advantage of this.
HOW HAS DIVERSITY AMONG EMPLOYEES AT TRONOX
HELPED THE COMPANY?
Diversity at Tronox KZN Sands has shaped us into what we
are. We are a transparent organization that sits and discusses
issues that affect us and try to resolve them rather than just
hope that issues will sort themselves out. This shows that
we embrace diversity and try to find working solutions that
will benefit the organization best. Like all organizations, we
are racially diverse, gender diverse and most importantly,
individually diverse. When discussing issues and encouraging
transparency, we tap into that individual diversity to get a
unique suggestion that will help in crafting the best solution.
WHAT DO YOU LIKE MOST ABOUT WORKING FOR
TRONOX?
I like the fact that my ideas and my contribution are valued. I
also like the fact that we encourage open door policy at Tronox
so it allows the work force to have informal discussions with
management which helps identify issues before they get out of
control. I also like the involvement and the contribution Tronox
shows towards our surrounding communities. Lastly, Tronox has
allowed me to grow and be a better manager and leader.
WHAT ACCOMPLISHMENTS AT TRONOX ARE YOU MOST
PROUD OF?
I am proud to be a manager of a very crucial engineering
department and also having acted as a mine manager for
about four months. This puts a huge responsibility on one’s
shoulder but also enables them to grow and be better leaders
and managers. I am also proud to have been selected to
attend the 2014 leadership program.
• Female headcount (permanent and temporary/fixed term) increased by 5-7 percent
4 Tronox Limited
• The number of minority/Historically Disadvantaged South Africans (HDSA) employees at professional/middle
management levels as well as at senior management/executive levels increased by 16% and 20%, respectively
GUGU SIBIYA
• The number of women at senior management or executive levels increased by 40 percent
Engineering Manager (KZN Sands, South Africa)
Our Greatest Resource is Our People 5
OUR GREATEST
RESOURCE IS
OUR PEOPLE
WHERE DID YOU GROW UP AND
WHAT DID YOU WANT TO BE WHEN
YOU GREW UP?
I grew up in Macon, Mississippi, a small
town in east central Mississippi. When
I was young, I aspired to work in the
agriculture industry because my father
was a farmer. After completing my degree at Mississippi State
University and completing an active tour in the U.S. Army, I
gained an interest in training.
CAN YOU DESCRIBE YOUR LEADERSHIP ROLE AT
TRONOX WITH REGARD TO EDUCATION?
As site educational leader, I and my staff of area educators
are responsible for leading the site’s educational strategy by
partnering with facility and area management in the design,
development, implementation, evaluation, and monitoring of
facility educational and skills programs.
WHAT IS THE MOST REWARDING PART OF YOUR JOB?
The most rewarding part of my job is the opportunity to
build wonderful working relationships with a very diverse
group of people and the opportunity to create excitement in
learning. My tenure in the finishing and packing departments
in Hamilton Pigments has been very rewarding. It has afforded
me the opportunity to gain valuable process knowledge and
build resourceful relationships. It is very rewarding to be
selected as site educational leader. It is rewarding to have
the opportunity to directly impact the organization’s vision of
operational excellence.
HOW DID YOU BECOME INTERESTED IN WORKING
AT TRONOX?
Tronox has always been an employer of choice in North
Mississippi. After relocating back to the state in 1995, I wanted
to work for an organization that could provide me with a
challenging and rewarding career opportunity as well as a
strong legacy of financial stability.
WHAT WOULD YOU STILL LIKE TO ACHIEVE?
I look forward to maturing in my role as site
educational leader. I also look forward to
developing a team of diverse educators who are
excited for the opportunity of developing and implementing
effective educational strategies so that we can positively
impact the organization in its quest for operational excellence.
WHAT HAS TRONOX DONE TO ENCOURAGE AND
PROMOTE DIVERSITY?
Tronox values state that “People are our most important
resource.” Tronox has implemented practices of recruiting
from minority engineering organizations, hiring of minorities
and women in mid to upper level management, expanding
recruitment across larger geographical areas, and the rollout of
individual development plans within the organization in order for
employees to develop talents for potential career opportunities.
If we are to operate in a diverse market, we must create and
sustain a diverse organization. It simply makes sense.
WHY IS TRONOX A GOOD PLACE FOR YOU TO UTILIZE
YOUR SKILL SETS?
Tronox values and the vision of the organization align well
with my skill sets because I have a passion for training and
educating our people. I feel that in order to be successful,
we must be both tactically and technically proficient. Leaders
across the organization embrace this idea. Collectively, we as
a diverse organization can share
wins and losses to better
develop educational
materials and
practices.
BASED ON YOUR EXPERIENCE SERVING IN GLOBAL
BUSINESSES, WHY IS DIVERSITY AN IMPORTANT
FEATURE IN AN ORGANIZATION?
Diversity flowing from cultural, geographic, and gender
differences is a catalyst that helps elevate a business to the next
level – and this is something Tronox understands. Research
substantiates that more diverse organizations deliver better
financial performance. By leveraging the unique experiences
of diverse employees and adopting
inclusive approaches to talent
management, organizations
can truly empower and tap
into their employees and
benefit their business. From
an external standpoint, a
diverse and engaged workforce
better reflects the interests
and values of critical
stakeholders such as
customers, suppliers,
communities and
shareholders.
DESCRIBE YOUR CURRENT ROLE AT TRONOX
My title is manager, process development. The team is made
up of process metallurgists who support core production
on a quality level; tactical project metallurgists who manage
projects; and the laboratories who strive to produce accurate,
consistent and fast sample analysis.
My role is to lead the team, to mentor, to coach and only then to
manage. Most importantly, my role is to constantly motivate the team
and keep them excited about what, how and why we do things.
WHAT MAKES TRONOX UNIQUE IN TERMS OF CAREER
DEVELOPMENT OPPORTUNITIES?
Tronox gives me the freedom to manage my team the way I
see fit. They allow you to make mistakes but make sure that you
learn from them rather than repeat them. We have an open
door policy which makes it easy to approach, discuss and
collaborate with peers and managers. Guidance and coaching
is freely given and, when I have asked for positive criticism, it
is given in a respectful manner so that I can determine where
PATRICK LOCKETT
NATASHA MOUTON
Site Education Leader (Hamilton, United States)
Manager, Process Development (Namakwa Sands, South Africa)
6 Tronox Limited
IN RECENT YEARS, THERE HAS BEEN
AN INCREASE IN THE NUMBER
OF WOMEN SERVING AS CHIEF
FINANCIAL OFFICERS IN GLOBAL
PUBLICLY TRADED COMPANIES.
WHEN YOU STARTED YOUR CAREER,
DID YOU SET YOUR SIGHTS ON SUCH
A ROLE?
OUR GREATEST
RESOURCE IS
OUR PEOPLE
When I began my career I aspired to deliver outstanding
performance in whatever role I was doing. I take pride in
what I do and having been raised with seven siblings I’m
definitely competitive. I didn’t start with a career path in mind
and the CFO role as my target. I did however want to do
well and get promoted. It’s interesting to me that we tout the
increase in female CFOs. Although it’s factually correct, still
only 10 percent of the CFOs in the Fortune 500 are women
and only 3.6 percent of the Global 500 have female CFOs.
So I am proud to be here and interested in helping anyone
who aspires to the role particularly if it supports a more
diverse leadership team.
KATHERINE HARPER
Chief Financial Officer (Stamford, United States)
development and growth is needed to improve myself as a
leader and manager. We are given so many opportunities to
build our skills sets and improve upon them and, in doing so,
benefit ourselves and Tronox.
WHAT IS YOUR ADVICE TO OTHER WOMEN PURSUING
A CAREER IN THE MINING INDUSTRY?
If it is your passion and love, go for
it. Nothing should stop you from
pursuing your dream career,
even if it is in the mining
industry, which can be quite
harsh at times. Know who you
are and be yourself; work hard
while at the same time having a
sense of humor; open yourself
to challenges and
understand
the business.
Our Greatest Resource is Our People 7
WHERE DID YOU GROW UP AND WHAT DID YOU WANT
TO BE WHEN YOU GREW UP?
I grew up in Chesterville, a then ‘Blacks only’ township in
Durban, KwaZulu Natal, South Africa. I wanted to be a lawyer
when I grew up but I did not have the money to further my
studies beyond Matric. I ended studying nursing, and I was
later awarded a scholarship to study and I went on to obtain
a Bachelor of social science degree. My background has
shaped me into the person I am today. I am hard-working, I
don’t take anything for granted, and I’m respectful to people.
HOW HAS ZULU CULTURE HAD A POSITIVE IMPACT ON
TRONOX’S KZN SANDS OPERATIONS?
Workforce Representation & Diversity at Tronox
WORKFORCE REPRESENTATION
Tronox’s 5,500 global employees represent a
diverse mix of cultures, backgrounds, ethnicities,
experiences and styles – which can be leveraged as a
competitive advantage to achieve business goals.
DIVERSITY
A better diversity climate positively impacts
employee engagement, which in turn drives
individual and organizational performance.
“Diversity and inclusion are defining principles at Tronox. We have employees and business partners in
countries on five continents across the globe. Our colleagues, customers, and suppliers are diverse in their
cultures, backgrounds, skills and experiences. Leveraging this diversity is core to our success.
“Tronox is committed to an inclusive environment where diversity is proactively encouraged and creativity
and innovation are fostered everywhere we operate around the world. We also work in local communities to
identify minority-owned or female-owned businesses to support our operations wherever and whenever possible.
“Through these commitments, we provide all of our employees with pathways to reach their growth potential and opportunities
to contribute to the success of our company and the communities in which we live.”
SONJA NARCISSE
Senior Vice President, Chief Human Resources Officer
ATTRACT
TALENT
MANAGEMENT
8 Tronox Limited
ASSESS
Talent acquisition strategy
•
Acquiring talent programs
•
Onboarding
Develop a baseline for an
inclusive workplace culture
(employee engagement survey)
DEVELOP
RETAIN
Leaders establish individual diversity
and workforce representation goals
•
Core competencies assessment
and career pathing drive IDPs
Global leadership programs launched
•
Tronox global women’s employee
resource group launched
Zulu culture promotes respect, team spirit and sharing. These
are values that are also shared among Tronox employees.
At KZN Sands, for example, sport amongst employees is
encouraged, especially soccer - and we as a company have a
number of departmental teams that meet every Friday for both
friendly and competitive games against other corporates in the
area. Employees who do not play are encouraged to support
our teams and it has built up an element of team spirit and a
place for them to all meet and get to know each other. They
generally barbecue
(“Braai” in SA terms)
and socialize after
the soccer
matches.
Sharing and giving to the community is
another way Tronox lives our key value
of responsibility. We actively contribute
towards children’s education and
community development.
OUR GREATEST
RESOURCE IS
OUR PEOPLE
WHY IS DIVERSITY HELPFUL IN THE WORKPLACE?
Diversity encourages one to embrace and accommodate
different ideas, thoughts, perspectives, abilities, needs, styles,
and cultural backgrounds people bring to work every day.
An organization that encourages diversity exposes people to
different cultures, different ways of doing things, encourages
co-existence and most importantly, people learn and grow from
interacting with each other within a diverse work environment.
WHAT HAS TRONOX DONE TO PROMOTE DIVERSITY?
Tronox has identified diversity as one of its key company
values, which puts it up there with business imperatives.
Diversity is one of the key deciding factors in recruitment,
procurement, staff development and other people-related
processes. It is an integral part of all managers’ performance
measurements. Our value system has been put together
based on an employee survey which took all aspects of
diversity into consideration and our values have been culturally
and socially accepted by our employees.
HOW DO YOU TRY TO HELP FOSTER A STRONG
CULTURE AT TRONOX BASED ON THE COMPANY’S
SIX STATED VALUES?
Firstly I do my best to ‘live’ Tronox values in everything I do. I
encourage the HR team to do the same. As the HR manager, I
have a responsibility to communicate and explain the meaning
of the Tronox values to Tronox KZN employees. We do our
best to have Tronox values incorporated in everything we do
– in how we conduct ourselves at work, our decisions, the way
we interact with the community, even when we participate in
sports and other activities. We have held value workshops with
employees over the last year giving them the opportunity to
comment and interact with one another keeping Tronox values
in mind. The performance management program is aligned
with Tronox values as well as the employee recognition system.
I think that is the key to ensuring that we recognize and reward
employees who live Tronox Values.
SHEILA BHENGU
Manager, Human Resources (KZN Sands, South Africa)
Our Greatest Resource is Our People 9
What are Employee Resource Groups?
IN YOUR VIEW WHAT DOES DIVERSITY IN THE
WORKPLACE MEAN?
HOW CAN A MAN BE A LEADER OF
A WOMEN’S NETWORK?
I first started my working life in a large refinery dominated by mature
Caucasian males working in a fixed hierarchal structure. As a young
person my contribution was not valued and it became frustrating that
new ideas and change in the workplace had to first be supported
by a leadership group that only knew one way. Diversity in the
workplace is the complete opposite
of what I experienced as a first
timer. People with different
backgrounds, cultures, and
abilities, all offer something
unique and original to the
workplace. By creating a
culture of inclusion those
diverse characteristics can be
used to make better decisions for
our people, our customers,
and our business.
Annette Elliott (featured below) approached
me in 2013 wanting me to support her in
a Women in Mining Leadership program.
It opened my mind to Annette’s thoughts
on future women leaders in Northern Ops and we quickly
developed the leadership program further by engaging some of
our future leaders into a women’s mentoring program.
sponsored by the CEO and an executive team member designed
I was born in Whyalla, South Australia, which was an industrial
town renowned for steelmaking and shipbuilding. During the
late 60s we moved to the harsh Pilbara region in the north of
Western Australia where my father headed up a new iron ore
mining operation. I completed my senior school in the Pilbara,
concentrating on science subjects.
ERGs are open to all Tronox employees, regardless of background
or gender, who want to engage in initiatives that contribute to the
success of the business and promote an inclusive culture of excellence.
Tronox’s first ERG – the Tronox Women’s Network (TWN) – reflects
the organization’s continued effort to promote diversity.
TRONOX WOMEN’S NETWORK
The mission of Tronox Women’s Network (TWN) is to support the professional development of women at Tronox by creating
a culture that attracts, retains, and provides growth opportunities for talented women. The TWN is a critical tool for shaping
an engaged and diverse workforce that enriches our company through innovation, new ideas and different perspectives.
We are dedicated to fostering a culture of diversity and inclusion to drive continued business success at Tronox by:
• Influencing/developing Human Resource practices to support diversity at Tronox
• Promoting recruitment and retention of women
YOU WERE A MANAGER AT COOLJARLOO MINE BEFORE
BECOMING OPERATIONS MANAGER AT THE CHANDALA
PROCESSING PLANT. HOW HAS YOUR ROLE CHANGED
AS YOUR CAREER HAS DEVELOPED AT TRONOX?
My first few years were spent leading the process management
and development team, which involved technical support and
undertaking development projects for Northern Operations.
Mineral sands separation is technically interesting and challenging
because our processes use all fundamental mineralogical
characteristics such as size, specific gravity, magnetic and
electrostatic susceptibility, and pyro metallurgical and hydro
metallurgical extraction techniques.
• Providing professional development and mentoring opportunities to female employees
• Participating in community outreach programs and fostering business relationships with customers and suppliers
• Educating others on the benefits of diversity and inclusion in the workplace
10 Tronox Limited
What good is a diverse workforce if we don’t create an
environment that fosters discussion and encourages participation?
The Tronox Women’s Network will be a vehicle for our talented
women to share their experiences, make recommendations and
promote the value of diversity. I have recently been learning about
the many barriers that exist for women in the workplace and I’m
passionate about removing these barriers for the benefit of all.
General Manager (and leader of the Tronox Women’s Network) (Northern Operations, Australia)
TELL US A LITTLE ABOUT YOUR UPBRINGING.
business goals and objectives.
WHY IS THE MISSION OF THE TRONOX WOMEN’S
NETWORK CRUCIAL?
RUSSELL AUSTIN
Employee Resource Groups (ERGs) are employee-led groups
to leverage diversity and inclusion to help the company achieve its
OUR GREATEST
RESOURCE IS
OUR PEOPLE
ANNETTE ELLIOTT
Operations Manager (Chandala Processing Plant, Australia)
Five years ago, I took on the role of operations manager at
the Cooljarloo site, which involved running of the two dredge
and dry mining operations. I have now returned to Chandala as
operations manager and have been in this role for just over a year.
WHAT KEEPS YOU ENGAGED, ENERGIZED AND EAGER
TO COME TO WORK EACH DAY?
Every day is different and
challenging, whether it be
the need for technical
solutions, market
opportunity or just
seeing people work
together to come up
with some great new
ideas. Our industry
is dynamic and open to
making changes quickly in
order to be competitive
while still concentrating
on tight cost
management.
Our Greatest Resource is Our People 11
TRONOX LIMITED
FOR SPECIFIC
CORPORATE OFFICES
COUNTRY INQUIRIES
United States
One Stamford Plaza
263 Tresser Boulevard
Suite 1100
Stamford, CT 06901
+1-203-705-3800
Australia
1 Brodie Hall Drive
Technology Park
Bentley
Western Australia 6102
+61 08 9365 1333
www.tronox.com
South Africa
Tronox Mineral Sands
Alexander Forbes Building
115 West Street
Sandton, Guateng 2169
South Africa
+27-87-310-2755
Netherlands
Tronox Pigments (Holland) BV
Prof. Gerbrandyweg 2
3197KK Rotterdam-Botlek
The Netherlands
+31-181-246600