ICMM’s Human Rights Due Diligence Guidance is designed to help mining companies improve how human rights impacts are being managed across the world.
Diversity, Equity and Inclusion
Diversity, equity and inclusion in the workplace remain enduring challenges for our sector and society at large, as evidenced by troubling findings on workplace culture and practices in the mining and metals sector.
Our work will focus on identifying systemic barriers to the creation of truly inclusive cultures within the industry, and to developing a leadership position on DEI with members and external stakeholders.
Issue at a Glance
- Diversity, equity and inclusion (DEI) have a clear basis in human rights. This is reflected in the Universal Declaration of Human Rights, the International Labor Organisation (ILO) standards, and UN Guiding Principles on Business and Human Rights.
- Companies that are diverse, equitable, and inclusive are shown to be better able to respond to challenges, and succeed. As we work to enhance the contribution of mining and metals to sustainable development, we are committed to supporting workplaces that live up to our values, where all people are welcomed, empowered, and supported to grow professionally.
- We acknowledge that DEI remains an enduring challenge for our industry, and are united in our condemnation of all forms of discrimination, harassment, and assault. Reflecting the urgency of the situation, in June 2022 we updated our Mining Principles as an initial step towards the removal of harmful behaviours from mining and metals workplaces and practices. Looking forward, we are working alongside our members and external stakeholders to develop an industry leadership position on DEI that contributes towards not just equal opportunities but also equal outcomes for all people.
Our Priorities
Strengthen ICMM’s Mining Principles on DEI
In June 2022, we announced updates to the Mining Principles aimed at improving company performance on DEI. These critical updates help reinforce the integral role of DEI to sustainable development, include additional actions to eliminate all forms of harassment and unfair discrimination from our workplaces, and set out proactive steps to achieve gender equity. This includes the unencumbered participation of all peoples, and cementing the importance of psychological safety alongside physical health and safety in our efforts to achieve zero harm. This is an important first step, and we encourage all mining companies to implement these standards to improve performance on this critical issue for the industry.
Develop a Collective Leadership Position on DEI
Diversity, equity and inclusion (DEI) as a concept aims to ensure fair treatment for all by eradicating prejudice and discrimination. Despite having a clear basis in human rights, efforts at championing DEI are mixed across industries and geographies. There is no quick and easy remedy for this. ICMM is working with members and external stakeholders to develop an industry leadership position on DEI that contributes towards not just equal opportunities but also equal outcomes for people.
Work to Solve Problems Common to the Industry
Despite increasing awareness of the importance of DEI to business success, a number of areas of concern persist within the mining and metals industry. Tapping into the expertise of others, we will work with members to develop a workplan that aims to solve problems common to the industry.
Latest Updates on DEI
Related Resources
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Providing a foundation for consistent reporting on a company’s contribution to social and economic development.
External Drivers Shaping the Future of the Mining Industry and Implications for Skills and Community Resilience
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Framing Mining’s Future of Work and Community Resilience
Discussions on the future of work often centre on technology but this is not the real skills gap. Instead, it's the gaps in the cognitive skillsets required for distinctly human intelligence.