Our Inclusion and Diversity vision is to create and promote an inclusive working environment where every colleague is valued and respected for who they are and has the opportunity to fulfil their potential.
Our overarching group-wide Inclusion and Diversity Policy was introduced in September 2018, positioning our I&D ambitions as a critical foundation of our Sustainable Mining Plan and reflecting our commitment to alignment with the International Labour Organisation’s core conventions and the United Nations Sustainable Development Goals.
The Policy applies to the entire Anglo American plc Group, regardless of region or operation and to all employees and directors.
For us inclusion and diversity is much more than a Policy statement. We encourage all colleagues to be actively involved in creating an inclusive culture for themselves and for others.
In 2020 we introduced our Stand Up For Everyone campaign to focus on creating a safe and enabling environment for colleagues within Anglo American, and from which we rolled out our Global bullying, victimisation and harassment policy and training.
We all have the right to be in a workplace which is free from bullying, harassment and victimisation - regardless of our gender, sexual orientation, age, race, ethnicity, religion, national origin or disability - and we have developed a global policy to help us achieve this goal.
Each and every colleague is responsible for making an Anglo American site somewhere that is safe and inclusive and for creating a working environment of which we can all be proud. That's why we ask everyone who works at Anglo American to be prepared to 'Stand Up For Everyone' if they see behaviours we think aren't right, especially those that relate to our Value of Care and Respect.
The policy defines bullying, harassment, sexual harassment and victimisation and sets out our zero-tolerance approach to all of these behaviours in our workplace. It also sets out processes and procedures for reporting and acting on incidents of these destructive behaviours.
Any colleagues who become a victim or a witness to these behaviours, will be given the support they need. If they are an offender, they will face the consequences in line with our disciplinary procedures.
This Policy covers bullying, harassment and/or victimisation which occurs at all global places for work, including business trips, all work-related events and functions and social engagements with colleagues, regardless of whether the bullying, harassment and/or victimisation occurs during or outside of normal working hours.
It is estimated that as many as one in ten working women are affected by domestic violence at any one time and 1 in 6-7 men suffer domestic violence in their life-time. The problem has become worse during the COVID-19 pandemic with an alarming increase in reports during lockdowns and confinement.
As a continuation of our ‘Stand Up For Everyone’ bullying, harassment and victimisation campaign - and in support of our desire to ensure everyone is able to Live With Dignity - we introduced our group-wide Policy on recognising and responding to Domestic Violence in March 2021. The Policy sets out our commitment to tackle domestic violence and provides practical support to help colleagues affected by it, either directly or as a bystander. We are committed to providing support for all our colleagues, regardless of gender and sexual orientation, who are survivors or witnesses of domestic violence or abuse. Support available through the policy includes: paid leave; flexible working time; financial assistance; safe accommodation and access to a comprehensive risk assessment and safety plan.
The Policy applies to all employees and directors, including employees on temporary contracts, apprentices, trainees and interns. Our zero-tolerance approach to domestic violence also extends to non-payroll colleagues.
Perpetrators who are employees of Anglo American are held accountable for their behaviour at the workplace through disciplinary action where appropriate. Referral to perpetrator treatment and counselling programmes may also be made where those services exist and where appropriate; and/or referral to external support or other resources for perpetrators who are concerned about their behaviour and recognise their need to access help.
We encourage all colleagues at all levels to become active bystanders and play a role in ending domestic violence.
We believe that offering flexible work arrangements to our colleagues in appropriate circumstances supports the balance of work, family and personal circumstances. This also improves business performance, assisting in the recruitment and retention of key skills and building an inclusive working environment. We acknowledge that the nature of work being performed, and the impact of various technologies, provide options for increased flexibility in the way work is scheduled and performed, and the location where some work can be done. Additionally, we recognise that recent global events have changed the way that many are able to perform their roles with an increased focus on hybrid working to help ensure our employees are kept safe. We wish to support the maintenance of a work-life balance that enables colleagues to meet family responsibilities and to pursue their own interests alongside their commitment to their careers whilst contributing to the Group’s ambition.
In accordance with our Value of Care and Respect, and in our interest of developing a working environment that meets the diverse circumstances of our colleagues' personal lives, we believe it is necessary to offer a suite of family-friendly leave types that, alongside our Group Flexible Working Arrangements Policy, help to enhance the wellbeing of our employees and to better balance their work and personal lives, so that they can reach their full potential. This Policy addresses the entitlement of our employees to family-related leave and pay at a global level in order to promote a general standard for all colleagues.
