The recent announcement by Glencore that it would “limit its coal production capacity broadly to current levels” should be a wake-up call to Hunter Valley mine workers and mine-affected communities. This is the start of a serious and unstoppable transition from coal to renewables.
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We shouldn’t forget that Newcastle and the Hunter have already been through a major transition, after the closure of Newcastle Steelworks.
We should take a moment to reflect on the things that worked well in that transition and ensure that the coal industry does just as well, preferably better.
When the decision was made to close the “front end” of the steelworks, most employees heard about it directly from their line manager. People do not want to read in the paper that they are out of a job!
The closure date was always September 30, 1999 and that’s the date we walked out the gate for the last time. Giving people certainty about the timeframe gives people trust in other aspects of the process too.
BHP employees had two years notice that the plant was going to close. A firm timeframe allows people to assess their personal situation and plan for their future.
The Pathways Programme ensured that every employee had a plan after the closure. This may have included training paid for by the company or a transfer within the company after closure or retirement.
BHP was the Big Australian, Glencore is a “Swiss Giant” - Hunter mine workers should be discussing with them the opportunities for transfers to other divisions. The sooner people start talking about what they want to do and how they’re going to get there, the more likely they are to succeed.
The two year timeframe at BHP also allowed an arts project to commemorate the steelworks and those who worked there. Plays were written, workers told their stories, a massive sculpture was built, photos were taken, a choir was formed. People discussed what it meant to have worked at the steelworks. Once acknowledged, many people were better placed to move on.
The front end of the steelworks was full of technically complex processes in a hazardous environment and required experienced operators till plant closure. The “golden handcuffs” came out in the form of a bonus on top of agreed redundancy payouts for all who stayed until the bitter end. The same lure may be required to keep experienced people who operate or maintain expensive mining equipment or power station turbines.
There was a downside to this transition - workers over 45 certainly had a hard time even getting interviews, let alone jobs. Some people never worked again – at least, not full time.
Many men found it difficult to adjust to life at home without obvious purpose and without the social contact of their work group. Future transitions need to devise better strategies for this age group.
The workers and communities directly affected are the ones who need to input what they want for their communities after coal. It is vital for our region that the skills of the mining, power and transport industries are recognised and put to good use after coal.
The Greens Coal Community Environmental Trust will facilitate this process to ensure that the best decisions are made for the region.
