As the iconic Argyle Diamond Mine in Western Australia prepared for closure, Rio Tinto sought an experienced partner to help redeploy and reskill their workforce. With hundreds of mining operatives set to transition into new roles or career paths, the Life After Argyle (LAA) program was created—designed to empower each individual to take the next step in their journey, whether that was within the mining sector, a new industry, or into retirement.
Mine Training Australia, in collaboration with The Pivot Institute, was selected to design, implement, and manage this large-scale workforce transformation program—leveraging our deep experience in training, change management, and personalised learner support.
We were engaged as the Master Vendor, responsible for the full end-to-end process. This included:
- Managing and coordinating hundreds of training subcontractors
- Providing individual learning consultations with each participant
- Building customised learning pathways that reflected each individual’s goals, capabilities, and preferred future direction
- Sourcing, procuring, and managing the quality of all training providers
- Overseeing enrolments, payments, and ongoing learner support
Our approach was human-first. We understood that this was more than a logistical challenge—it was an emotional transition for many. While some participants were excited to learn new skills, others were facing uncertainty, grief, or overwhelm at the closing of a major chapter in their lives. We trained internal teams and stood up systems specifically designed to provide a supportive, empathetic environment, ensuring every participant felt heard and guided through the process.
The program included two structured phases:
Phase 1: Exploration and Planning
- Participants worked one-on-one with our consultants to identify career goals, training opportunities, and any language, literacy or numeracy needs. We assessed the accessibility, cost, and suitability of training options in partnership with each individual.
Phase 2: Delivery and Completion
- Once a training plan was approved, we managed enrolments, coordinated payment, and developed learner support documents. We monitored progress monthly and resolved any issues with participants or providers as they arose, ensuring no one was left behind.
Throughout the program, our Learning and Development Consultants offered expert, personalised guidance. Their deep understanding of career planning, adult learning, and the mining sector ensured that participants received practical, realistic advice tailored to their personal and professional goals.
The impact of the Life After Argyle program was significant. Many participants successfully transitioned into new roles within Rio Tinto or stepped confidently into new industries—equipped with nationally recognised qualifications and a clear plan for their future. The scale, care, and execution of this project earned it, and us, a national award within Rio Tinto.
The Life After Argyle program demonstrated what’s possible when industry, training providers, and learner support are aligned. It set a benchmark for workforce redeployment in the Australian mining sector and stands as a testament to the power of structured, human-centred training and transition support.