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Mining continues to be a male-dominated industry.

Numerous studies—including our own internal reporting, assessments, and investigations—have confirmed that gender equality, sexual harassment, and gender-based violence are very real risks in the mining industry.

We also operate in environments where treatment of women may not always reflect international norms. Indeed, Barrick’s own past experience regarding sexual violence when we operated the Porgera Joint Venture reflects that unfortunate reality.

Barrick is committed to providing equal opportunity and freedom from discrimination for all our employees. We also extend these commitments to our third parties through our corporate policies.


Barrick’s Code of Business Conduct and Ethics, our Human Rights Policy, and our Policy with Respect to the Declaration of Fundamental Principles and Rights at Work set the tone for the maintenance of a safe and ethical workplace at all Barrick operations and offices. We require that our work environment be free from discrimination and harassment.


  • In 2016, 3,000 employees were trained in preventing harassment, including sexual harassment.
  • In 2016, approximately 11% of Barrick’s workforce was female, including approximately 16% of management, 13% of executives and 13% of the Board of Directors.
  • In 2016, the ratio of male to female employees' salaries at Barrick was 0.94.
  • In 2016, Barrick joined the 30% Club Canada. The 30% Club aims to develop a diverse pool of talent for all businesses through the efforts of its Chair and CEO members who are committed to better gender balance at all levels of their organizations.

Employment Practices

Barrick is committed to fair employment practices and a workplace in which all individuals are treated with dignity and respect. We do not tolerate discrimination. Our Code of Business Conduct and Ethics and Human Rights Policy both cover harassment and discrimination, and require Barrick to deal fairly with employees and third parties. We believe that every individual within the Company must be accorded equal treatment, and we are each responsible for a workplace that is free from all forms of discrimination, harassment and retaliation.

The Company expects that all relationships among employees in the workplace will be professional and free of bias and harassment. We are committed to promoting equal opportunity in the workplace and treating all people – both employees and potential employees – based on their merit. The fundamental criteria for career advancement are work performance, qualifications, competence, abilities, skills, knowledge and experience relevant to the job.

We consider men and women equally in our search for new employees, and people of either gender are encouraged to apply for employment in all job categories. Men and women employed in the same job category receive the same remuneration, according to their level of experience and length of employment. However, there may be a gender bias that is predominant in different labor categories. For example, outdoor manual labor may have a higher hourly pay than inside office workers, and there may be a bias of males in the first category and females in the second. Where this occurs, there may be a perceived gender bias in salary. This may actually reflect a gender bias in the choice of work categories rather than in the rates of pay.

Ratio Of Male To Female Salary (2016)

Barrick Total 0.94
Argentina 0.90
Canada 1.04
Chile 1.24
Dominican Republic 1.00
Peru 0.94
United States 1.07
Zambia 1.19

Any employee, supervisor or manager who is found, after appropriate investigation, to have engaged in unlawful discrimination, victimization, or harassment of another employee will be subject to appropriate disciplinary action, which, depending on the circumstances, may include dismissal. In all cases, the action will be designed to avoid repetition of the conduct.

To underscore our steadfast position against sexual harassment in the workplace, we have created a global anti-harassment standard. We also have created dedicated programs at a number of sites to address sexual harassment, which has included training, reporting, monitoring and other steps to reduce the likelihood of harassment and assist victims when it occurs. We have engaged in an ongoing partnership with the NGO White Ribbon to provide training and otherwise help address sexual harassment at a number of our sites.

While we recognize that we still have much work to do on our sites and in our offices, we also are considering additional programs in local communities focused on gender rights and gender-based violence. We acknowledge that we have a responsibility to help prevent and mitigate human rights violations in our local communities, as on our properties, and we are actively considering programs and initiatives to help meet that responsibility.

In response to findings from our human rights assessments, we have actively sought to strengthen our processes regarding contractors. Among the steps taken in the past few years are:

  • Due diligence, including human rights–related due diligence, on new and renewing vendors, and self-certification of Barrick’s Supplier Code of Ethics;
  • Investigations and audits of contractors against whom complaints are lodged (including complaints by contractor employees), and enhancing our approach to tracking and monitoring investigations;
  • Enhancing our policies to more clearly extend to third parties and contractors;
  • Making reporting mechanisms specifically available to third parties and contractors; and
  • Working with and, where appropriate, dismissing contractors who fail to comply with our policies or the law.


A diverse workforce encourages creativity and innovation. We draw our workforce from many countries around the world, including each country where we operate, with the result that our global workforce is extremely diverse in terms of national and ethnic backgrounds. We are also committed to the localization of our workforce. To this end, Barrick requires sites to develop plans to guide local employment efforts over the life of the mine and in 2016 the majority of our workforce was from the local areas near our operations.

By bringing together women and men from diverse backgrounds and giving each person the opportunity to contribute his or her skills, experience and perspectives, we believe we are able to deliver the best solutions to our challenges.