Zooming into Newmont's Diversity Policy

Published: 28/12/2014

See below extracts of Newmont’s diversity policy. There is an improvement at board and executive committee level but we sadly note that in the 5 year period 2009-2013 the proportion of female employees stayed flat at 11% with no increase; and that the proportion of women in management and senior management roles fell from 13-14% to 9-10%. We hope Newmont’s future efforts will address that.


“We believe our workforce should reflect the diversity of the countries and communities where we operate. In 2013, we introduced a formal Global Inclusion and Diversity strategy to accelerate efforts to develop a more diverse team and talent pipeline, and a more inclusive workplace. The strategy is shaped by past experience and leading practice, and features broad leadership accountability. Initial strategic priorities are to increase female and national representation in management; create a more inclusive workplace where all employees can contribute to their full potential; and establish community partnerships to develop a more diverse talent pipeline.”

2013 Performance

In 2013, we set a goal to become an industry leader in global inclusion and diversity, and established targets to increase female and national representation in our leadership ranks. President and Chief Executive Officer Gary Goldberg appointed two women to his leadership team and Newmont’s executive leadership team is now made up of three women and six men. Of the Company’s 10 Board Directors, three are female and one is a Ghanaian national. Newmont is in the top 20 percent of Fortune 500 companies for representation of women directors. Twelve percent of senior management, and 11 percent of the entire workforce, is female.

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Future Focus

Newmont understands that different cultures, ideas and perspectives foster greater creativity and innovation as well as improved decision-making and employee engagement. To this end, future efforts will focus on:

  • Developing strategic partnerships with organizations to ensure we increase the diversity of the talent pool from which we hire and promote;
  • Integrating inclusion and diversity principles and concepts into existing leadership development programs;
  • Developing and deploying cultural competency and diversity awareness training programs;
  • Launching Company-sponsored business resource groups that bring together employee groups to share knowledge and experiences to enhance professional growth; and
  • Identifying the vital behaviors necessary to create a more inclusive workplace.