Preliminary Findings on the Health and Well-Being of the Long Distance Commuting Workforce in the Australian Resources Industry

Mineral resource development activities impact the health and well-being of many people, from workers, to families and surrounding communities. In the decade up to 2010, mining revenues increased from 6% to 14% of Australian GDP, and minerals contributed 55% of total exports, with a growth in mining employment from 1% to 1.7% of the national workforce (Connolly and Orsmund, 2011). The growth in Australia?s minerals operations is mostly located in remote areas, or in rural communities with a limited population. As a result, operations have increasingly implemented long distance commuting (LDC) programs, often called ?fly-in, fly-out? (FIFO) and ?drive-in, drive-out? (DIDO), as a staffing strategy to meet rapid industry growth in locations with limited local populations. The rapid expansion of the minerals industry has resulted in considerable public debate about the benefits and costs to all sectors of Australian society. In response to the concerns of constituencies from many parts of Australia, the Minister for Regional Australia, Regional Development and Local Government, The Hon Simon Crean MP, asked the House Standing Committee on Regional Australia on Tuesday 23 August 2011 to inquire into and report on the use of ?fly-in, fly-out? (FIFO) and ?drive-in, drive-out? (DIDO) workforce practices in Regional Australia. The recently published report highlights the national interest and the diverse opinions about this practice in Australia. Resource extraction companies have developed several options to meet the accommodation requirements of their long distance commuting workforce. In this paper, initial results are reported from an ongoing survey of FIFO (and other non-residential) resource industry workers (n = 286) in the Australian resource extraction industries. The purpose of this study was to better understand how accommodation arrangements may impact on the health, wellbeing and job satisfaction of non-resident workers; and to attempt to find a relationship between different accommodation variables and workforce wellbeing and retention. In doing this it investigates evidence for the linkage between accommodation factors, hours of work, health, well-being, job satisfaction and job retention in the LDC work force.