Operating across diverse jurisdictions, Barrick’s success depends on honesty, integrity, and transparency.
The key governance structures that maintain this principle are our Code of Business Conduct and Ethics and our full set of business integrity policies including Anti- bribery and Anti-corruption, Anti-fraud, Whistleblower and Conflict Free Gold policies, all of which are publicly available.
All employees are trained on our Code of Conduct as part of a company-wide integrity program.
In 2024, over 7,600 employees undertook refresher training on the code globally (an increase of over 900 on 2023), with 100% completion rates at all operations for the fifth consecutive year. We also have a zero-tolerance policy for sexual harassment. In 2024, employees across the business undertook dedicated training in our anti- harassment standard, reinforcing our commitment to a safe, respectful and inclusive workplace.
We conduct an annual review of all business integrity policies and in 2024 this included updates to our Code of Conduct, Supplier Code of Conduct and
Whistleblower policy to improve legal clarity and accommodate regulatory updates.
Part of our work in 2024, and onwards to 2025, has been to increase access to materials related to business integrity including making the Code of Conduct and other documents available in additional languages such as Arabic, Swahili and Urdu.
In alignment with our long-term strategy and given we manage operations over many parliamentary terms in each geography, we pride ourselves on being apolitical and therefore do not make financial contributions to politicians or political parties, except on a limited basis as allowed by local regulations. We disclose the value and beneficiaries of any financial and in-kind political contributions which we make, whether made directly or through an intermediary.
Infringements
Barrick employees, contractors, third parties and community members can report potential violations of our Code of Business Conduct and Ethics and related policies confidentially and anonymously through several channels from site-based grievance mechanisms (see Community section) to our global hotline. Breaches can result in disciplinary actions from obligatory additional training, up to and including termination of employment or contract (and, if appropriate, referral to the relevant authorities).
In 2024, there were 141 reported alleged breaches, with one of these alleged infringements reported as human-rights related. All of these reports were assessed and investigations conducted as appropriate, and actions implemented where necessary. In terms of the single human-rights related complaint, lodged in the Dominican Republic, the complaint was fully investigated, and the complaint was found to be unsubstantiated and closed.
Hotline contact information is promoted through staff training and communications as well as our group-wide internal communications portal and onsite posters.
Hotline Reports Received
|
2024 |
2023 |
2022 |
Conflict of interest / Corporate
opportunities |
7 |
13 |
8 |
Disclosure / controls / confidentiality / bribery |
12 |
16 |
10 |
Human rights |
1 |
1 |
1 |
Theft / fraud / misuse of assets |
9 |
5 |
4 |
Workplace concerns (eg labour / harassment / safety) |
104 |
106 |
117 |
TSF Management1 |
1 |
N/A |
N/A |
Total |
134 |
141 |
140 |
1 New category added to the hotline in line with GISTM Standard.
Gender Diversity
We are an equal opportunity employer and aim to employ candidates based on merit and individual strength, so our hiring policies do not strive to meet specific quotas or hiring targets-based on gender, race, disability, ethnicity, religious belief or sexual orientation.
We do however support the removal of wider socio- economic barriers, where possible, that can enable a workforce reflective of the demographics of our local communities. At the same time, we recognize that there is a gender imbalance in the historically male-dominated mining industry and have a KPI to encourage more women into senior management and for 30% of our Board to be composed of women.
In 2024, 40% of our Board and 14% of senior management positions were females.