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Beyond Diversity – Building an Inclusive Future

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Building a Culture of Belonging and Opportunity

There is no shortage of research to show that a diverse workforce is a stronger workforce. Diversity fosters innovation, resilience and the broad range of perspectives needed to navigate global challenges and drive sustainable success.

We strive to build a business where everyone, regardless of gender, ethnicity, background or belief, has equal access to opportunities and a workplace where they can thrive. At Barrick, creating a diverse, equitable and inclusive workplace that is representative of our communities in which we work is how we operate.
 

Beyond Diversity – Building an Inclusive Future

Our approach to diversity initiatives focuses on embedding inclusion throughout our processes, from hiring decisions to community engagement and partnership building. Our key focus, wherever we operate, is to create a workforce and supplier base that reflects the composition of the local community. As part of our stakeholder mapping and engagement, we work to identify and understand any vulnerable or marginalized groups near our operations and ensure that they have equitable access to employment, business opportunities and skills development. If barriers to participation exist, we actively work to remove them because inclusion isn’t just about offering opportunities, it’s about ensuring they are accessible to all.

We do not hire based on quotas but on capability and potential. At the same time, we recognize that barriers exist and that is why we take a long-term and developmental approach, investing in education, training and mentorship programs to unlock opportunities and build an empowered, diverse workforce of the future.
 

Building an Inclusive Future

By addressing gender disparities, economic inequities and access to opportunities, we contribute to more resilient, self- sustaining communities. This is embedded in our hiring and development practices, as well as our broader efforts to support education, entrepreneurship and community empowerment.
 

Our Commitments to Opportunity and Belonging

  • Prioritizing local hiring and procurement to reflect the cultural and ethnic diversity of our host communities and strengthen regional economies.
  • Building skills and career pathways for local employees through training, upskilling and leadership development programs.
  • Addressing gender imbalances in the historically male- dominated mining industry through targeted recruitment, mentorship and advancement initiatives.
  • Developing the next generation of mining leaders through programs that identify, train and support high-potential talent.
  • Fostering an inclusive work environment where all employees feel valued, cultural differences are respected and diverse perspectives are actively sought and celebrated.

Workforce Map

This image shows a workforce diversity dashboard with regional breakdowns and key statistics. The data is organized into three main regional sections. North America shows 17% female employees and 24% female management, with a bar chart displaying 7,791 total employees and 2,229 contractors. A pie chart indicates 95% of host nationals. Africa & Middle East displays 8% female employees and 8% female management, with 11,231 total employees and 18,316 contractors shown in the bar chart. The pie chart shows 95.3% host nationals. Latin America & Asia Pacific presents 18% female employees and 10% female management, with 5,519 contractors listed and 97.2% host nationals in the pie chart. The right side features key takeaways in colored boxes: 97% National Employment (green), 14% Female Employees (teal), and 76% Senior Management that are Nationals (orange). A world map at the bottom right highlights the company's global presence, with countries colored according to the three regional categories. The map shows operations across North America (including USA and Canada), various African and Middle Eastern countries (including Saudi Arabia, Tanzania, DRC), and Latin American/Asia Pacific regions (including Chile, Argentina, and Papua New Guinea). A legend at the bottom identifies the three regional color codes used throughout the dashboard.

Board Diversity – Leading by Example

Diversity is not just a workforce priority; it extends to our leadership.

At the highest level, Barrick’s Board reflects our commitment to inclusive decision-making and global representation:

  • 80% of our Board is comprised of independent directors, ensuring strong governance and oversight.
  • Women represent 40% of the Board and 50% of independent directors, exceeding our 2022 target of 30% female representation.
  • 40% of our Board members self-identify as racially and/or ethnically diverse, reflecting our focus on securing the best candidates while ensuring perspectives align with Barrick’s
Management approach: Diversity & inclusion

Management approach: Diversity & inclusion

Governance and accountability

Responsibility and accountability for Diversity, equity and inclusion rests with our Human Resource Executive, and supported by regional Human Resources Executives, Site Managers as well as our Group Sustainability Executive.

Policies and procedures

Barrick is an equal opportunity employer, our policy is to appoint the best person to the job based on individual strengths, irrespective of gender, race, disability, ethnicity, religious belief or sexual orientation.

Our strategy to achieve a more diverse and engaged workplace continues with our enduring focus in the following areas:

  • Living our sustainability strategy by prioritizing local hiring to grow the cultural and ethnic diversity of our workforce. We also build the skills and capabilities of our host country workers to multiply our positive impact on local, regional, and national economies.
  • Doing our part to right the gender imbalance in the historically male-dominated mining industry by prioritizing initiatives that support gender diversity, including the recruitment and development of women at all levels in our workforce, from internship to management.
  • Continuing our focus on recruiting and training the next generation of mining talent with the potential to become future leaders of the company.
  • Fostering an inclusive environment where our employees feel that all voices are heard, all cultures and differences respected, and that a variety of perspectives are welcome and essential to our long-term success.

Our flat, decentralized management structure aims to engender an inclusive culture and provides our executive team with direct access to our operations, enabling transparent, two-way communication. We also conduct annual executive and regional team effectiveness sessions to create a shared understanding of, and commitment to, our high-performance ethos.

Key targets and metrics

  • 30% female Board composition
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