In case you haven't heard, the Federal Government's House of Representatives Standing Committee on Regional Australia has launched an inquiry into the experience of fly-in, fly-out (FIFO) and drive-in, drive-out (DIDO) workers in regional Australia.

"The committee recognises that the use of FIFO and DIDO workforces in the mining sector raises a number of significant challenges and opportunities for individuals and their families, communities and employers," says committee chair Tony Windsor.

"We are interested in exploring all of those issue and hope to also hear from mining companies who are utilising FIFO/DIDO for their employees."

At Mining Family Matters, we're heartened that the Federal Government is looking into the issue and will be making a submission to highlight the pressures of FIFO and DIDO policies on families. Our submission will focus on three key areas:

1. FIFO/DIDO mining families deserve support. Of course, families have a choice about accepting jobs that require one partner to work away, but they are nonetheless helping to underpin a thriving Australian industry. National turnover in the FIFO workforce averages about 20 per cent, so we believe it is in the nation’s interest to ensure miners and their families feel happy and supported.
2. Mining families acknowledge that FIFO/DIDO lifestyles place additional pressures on relationships. The fact that Mining Family Matters now receives more than 6000 visitors monthly bears this out. Every day we have families chatting and offering support on our online chat forum, or asking our psychologist for specific advice, or contacting us to raise issues or seek information.
3. Mining companies are also increasingly acknowledging that FIFO/DIDO policies place additional pressures on employees and their families. In the past five months we’ve sold more than 23,000 copies of our Survival Guide for Mining Families to companies across Australia (equating for about one tenth of the mining workforce). This shows that mining companies are keen to help their employees with practical strategies and advice. Most companies also have good Employee Assistance Programs, although it has to be said that in the past, information about these programs has often failed to reach the families they’re aimed at helping.

Ultimately, we'd like to see this inquiry lead to greater understanding in the media and wider community about FIFO/DIDO families and an end to negative stereotypes that include:

• FIFO families are hurting regional and remote mining communities: The percentage of FIFO versus residential labour at any given mine site is a matter of company policy, not employee choice.
• FIFO families are dysfunctional: Undoubtedly, some families struggle. But mining couples weigh up the pros and cons of working away and then strive to make the lifestyle work for their relationship and their children. Often FIFO families decide that being based in a home town or city, with good support networks, is a better option than living remotely near the mine site (this is particularly the case when young children are involved). Mining Family Matters believes the industry can be enormously positive for families who learn to overcome the challenges of working away.

The Standing Committee on Regional Australia has been asked to look into a range of issues, including:

• the extent and projected growth of FIFO/DIDO work practices;
• the impact of FIFO/DIDO on individuals, communities and companies;
• long-term strategies for economic diversification in towns with large FIFO/DIDO workforces;
• provision of services, infrastructure and housing availability for FIFO/DIDO employees.

The deadline for submissions is 7 October 2011 and the committee will also be travelling throughout regional Australia to hold public hearings and meet with people involved with FIFO/DIDO.

For more information, click here.