Our approach

We comply with the employment law that applies in each jurisdiction, including, for our Peruvian workforce, the safety requirements that govern conditions of work in mining. Where a legal requirement attaches above a workforce threshold, our arrangements are written so that it applies automatically the moment the threshold is met.

The ILO fundamental Conventions, in particular Convention No. 100 on equal remuneration and Convention No. 111 on discrimination in respect of employment and occupation; the ten principles of the UN Global Compact, with which our standards are aligned; and ISO 30415 on diversity and inclusion, which is guidance and provides no basis for certification.

Responsibility for the arrangements, for implementation of our policy, for the training and for monitoring compliance is assigned within the Group and named in the governing policy. Applying the policy in business decisions, and holding managers accountable for it, rests with executive management. Managers are responsible for the working environment in their teams and for equitable development and recognition. Employees must comply with the policy, complete the required training and report any concern related to discrimination, harassment or exclusion.

Responsibility for monitoring and for reporting its results is assigned within the Group and named in the governing policy. Executive management reviews the arrangements on the cycle stated in that policy, in the light of audit findings and employee feedback, and systemic or unresolved issues are escalated to executive management and, where appropriate, to the competent authorities.