Wellbeing as operational intelligence for mining and resources. We measure the conditions your crews work under. We fix systems, not people.
Running on Empty, Twelve Hours at a Time
Most incidents on a mine site do not start with equipment. They start with people running on empty. Behind the vehicle interactions, the dropped loads and the near misses on the haul road sit fatigue, cognitive overload, stress and thin communication. These are system risks, produced by roster design, swing length, camp life and the way leadership behaves on site and in the corporate office.
A fatigue management plan can be fully compliant while the operator starting night shift five has not slept properly in days.
The absorber of system failure, almost always, is a person.
A Low TRIFR Is Not a Safe Mine
Recordable rates describe the past. They do not measure whether the crew starting night shift tonight has the capacity to do it well. Across seventeen years of OSHA data and 3.2 trillion worker hours, recordable rates show no correlation with fatality rates. Stop counting injuries and start building capacity, because capacity is the thing that decides what happens next.
96 to 98%
of the variation in a typical recordable rate is statistical noise, not a change in safety
Hallowell et al., Construction Safety Research Alliance, 2020
1 in 3
FIFO workers reported high or very high psychological distress, roughly double the general workforce
WA Mental Health Commission, Centre for Transformative Work Design, 2018
42
fatalities across ICMM member companies in 2024, the second consecutive annual rise. Mobile equipment was the leading cause
ICMM Safety Performance, 2025
Managing Psychosocial Hazards Is Now a Duty
Australian WHS law regulates psychosocial hazards explicitly. The model regulations made managing them a duty in 2022, and the states have followed. WA and NSW codes of practice tell regulators exactly what to look for, mine sites included.
Alongside that, ISO 45003 sets the management standard and auditors increasingly reference it. Critical control management expects every control to be verified. Boards and investors now treat workforce mental health as a disclosure and ESG matter.
We measure the conditions that produce outcomes, not just the outcomes after the fact.
We measure
We measure seven dimensions of individual wellbeing, three short clinical screens, capacity to change, and Life on Site, which is breaks between shifts, the drive home, sleep in camp, contact with family, food, exercise and support. Results aggregate at safe group sizes and come back as a site results pack and an expert debrief. Not a dashboard login nobody opens. A document your leadership team can read in twenty minutes and act on.
What arrives after round one
Your sites, one page. Site Wellbeing Index and Life on Site scored and banded, how your workforce is spread across the five bands, all seven dimensions averaged across sites, the clinical screens as a share of workforce, and the Life on Site hotspots ranked.
Where the strain sits. The same scores split by work area, roster and employer, so you can see that underground sleep is 41 against 53 for people who live locally, or that contractors sit seven points below the operator's own workforce. Ends with three priorities for the next ninety days, each with an owner and a timeframe.
41
Sleep underground, against 53 for crews who live locally. FIFO sits at 43. Shift swings, camp noise and travel days are the usual causes.
Minus 7
How far contractors sit below the operator's own workforce on the index. Contractors are also less sure where to get support.
33%
Share who have driven home too tired to drive safely. The drive at the end of a swing is a fatigue risk that sits outside the site gate.
What You See, and What You Never See
Three people in site services responded. Their row is not shown.
You see results by work area, roster, employer and time on site. You never see an individual's answers or score, and no group smaller than five is ever shown. That is not a setting. It is how the reporting is built.
The clinical screens work the same way. You see that fifteen per cent screened positive for depression. You never see who. Everyone who screened positive got your employee assistance programme and site medic contacts in their own private report.
Screens are not diagnoses.
Example data · In development
The platform, in development
The Wellbeing Daily Intelligence platform will carry this live, alongside the Six Drivers organisational diagnostic, with results by site and trend lines across swings. It is in development now, being built with founding operations.
How it runs
01
Everyone takes the assessment
02
Results grouped safely
03
Site results pack
04
Expert debrief
05
Re-measure, if you want it
The debrief is where findings become decisions, with the people who own them. Employees and contractors each get a confidential personal report, and nothing is shown for fewer than five people.
MINING Wellbeing Self-Assessment
Seven dimensions, clinical screens and Life on Site, completed by each worker, aggregated anonymously. For HSE and HR who need visibility without surveillance.
Six Drivers Diagnostic
The six system conditions scored across sites and the corporate office. For senior leadership who need to know where to act first.
Psychosocial Risk Assessment
A clause-by-clause review against ISO 45003, producing a risk register and hazard-to-control matrix. For audit, regulator and board reporting.
The Capacity Index
A composite measure of an operation's ability to absorb variability and recover from failure. For leaders who want a forward-looking alternative to TRIFR.
The Mining Wellbeing Mini is 24 questions from the full assessment: sleep, pressure, work, connection, life satisfaction and life on site, including breaks between shifts and driving tired. Results appear on screen the moment you finish, and nothing is shared with your company.
24 Questions
About Six Minutes
Results on Screen
Confidential
If you are a site or general manager, an executive, or work in HR, HSE or wellbeing, you can then take the full Mining Wellbeing Self-Assessment free and see both halves: the private report your crews receive, and the results pack you would be working from.
Prefer to talk first? Book a scoping call →
Your results, on screen
Sample
58 / 100
SURVIVING
Sleep
50
Handling pressure
62
Work
55
Connection
70
Life satisfaction
53
Life on Site
46
Every result ends with where to look first and how to get confidential support.
We educate · Human and Organisational Performance
Your Most Critical Control Is a Person
Critical control management assumes every control is verified. The most critical control on any site is a person, and almost no operation verifies the condition that person is in. Human and Organisational Performance is how the human element stops being a training topic and becomes a managed system.
Delivered under licence from Fisher Improvement Technologies
Wellbeing Daily is a certified FIT partner, licensed to deliver FIT’s full catalogue under our own brand, not a subset of it. That covers human performance, human factors, incident analysis, learning teams, and procedure and process excellence. Ian Collins delivers it as a certified FIT consultant, and Rob Fisher, who founded FIT, wrote the foreword to The Wellbeing Imperative.
Deployment, not a workshop
A two-day course changes what people know for about a fortnight. What changes a site is deployment: the programme runs into the systems you already have, and the people who run them keep running them afterwards.
Leaders who respond differently to error
How a supervisor reacts to a mistake decides whether the next one is surfaced or buried. That is the single highest-leverage change available, and it is a trainable behaviour.
Learning teams on live problems
Not a classroom exercise. A crew working an actual operational problem, with the conditions written down and owned.
Incident analysis that changes conditions
Redesigned around what made the error likely rather than who made it, and structured so the output strengthens the critical controls your board already reports on.
How it reaches aN OPERATION
On site
delivered at the operation, scheduled around crew change
Live online
for corporate teams and mixed cohorts
Self-paced
Through our learning platform
White-label
As SCORM for the LMS your fleet already runs
Train-the-trainer
Your own people qualified to deliver it in house
Who it’s for: Supervisors, superintendents, site leadership and corporate HSE. The programme assumes an audience that has worked a roster.
Blame ends the learning. Conditions start it. Every incident analysis strengthens the critical controls your board already reports on.
Tools That Reach the Site
A score is only useful as a trend. Capacity is built and lost over time, which makes the work continuous. We keep the signal live where connectivity is worst and the operational risk is highest.
Digital tools · Early access
MINING wellbeing app, offline-first
Daily habits, learning, sleep and stress tracking, and self-assessment. Built offline-first for remote sites and camps, synchronising when connectivity returns. In live demonstration now, ready to roll out with founding operations.
Always on · In development
AI wellbeing coaching
Personalised guidance between sessions. Being built into the app now, with founding operators shaping how it works on site.
People
Executive and team coaching
One-to-one coaching for site and corporate leaders, plus team coaching for frontline supervisors.
Continuity
Reporting and ongoing support
Secure dashboards for HSE, operations and HR alongside your safety reporting, structured review, and re-diagnosis at twelve and twenty-four months.
Built with the industry, not for it
The app is in live demonstration today. We are onboarding a limited number of founding operations whose crews shape the roadmap and who hold preferential terms for the life of the product. Ask to see it running.
Built for the Realities of Mining
The deepest expertise sits where rosters, rotational crews and remote operations make psychosocial risk hardest to see. Joint ownership across HSE, operations and HR delivers the strongest results.
Founded on published expertise. Ian Collins, author of The Wellbeing Imperative (Penguin Random House, 2026), with fifteen years across high-risk operations, mining included.
Surface & Open Pit
Underground
Processing & Smelting
Mining Services & Contractors
FIFO & Remote Operations
Exploration & Development
The Full MINING Overview
A twelve-page overview of how we work with mining and resources operations. The evidence base, the frameworks, the instruments, the programmes for site and office, and the engagement path with real timelines.
ON THE WELLBEING IMPERATIVE
"Part-personal journey, part-rigorous exploration, this book challenges the deeply held belief that performance comes from pushing harder. It makes a powerful case that true excellence comes from designing systems where people can actually thrive."
Adam Kent, Head of Project Services, Newmont Corporation
"It challenges the outdated mindset that high performance comes from simply working longer and harder until people burn out. There's a clear connection between wellbeing, safety, and sustainable performance, and Collins brings that together in a way that's both practical and grounded."
Josh Hughes, Human Resources Team Lead, Rio Tinto
"This book is a powerful wakeup call from an expert, clearly demonstrating that wellbeing is a necessity, not a luxury. It consistently argues that wellbeing is the hidden driver of performance, safety, and sustainable success, and calls for a fundamental mindset shift to redefine wellbeing in the workplace as essential, not optional."
Abdulatif Almusabbeh, Human and Organisational Performance practitioner and trainer, Formerly at Ma'aden
FURTHER READING