Reinforcing What It Means to Work at Newmont

Our Code of Conduct explicitly states that discrimination, harassment – including all forms of sexual harassment – and retaliation are not allowed. Backing up that commitment are our People Policy and global standards, as well as company-wide communications from Newmont leaders including President and CEO Gary Goldberg. Importantly, when we established the policy and standards, we elected to establish working conditions that often reflect a higher standard than applicable laws.

For years, Newmont has conducted respectful workplace training for employees that covers discrimination, harassment and retaliation topics. In 2016, we decided to do more in-person direct outreach on these topics to ensure employees understand Newmont’s prohibition of them.

Because regional and cultural perceptions of discrimination, harassment (including sexual harassment) and retaliation can vary, in late 2016 and throughout 2017, senior leaders from our legal and human resources departments held in-person interactive sessions with employees in every region. One of the most impactful elements of the sessions was discussing some examples based on matters investigated by the Company.

Between 2016 and 2017, more than 6,100 employees attended the sessions. We also conducted “train the trainer” sessions with not just legal and human resources personnel, but also some members of our employee-led business resource groups (BRGs) who were identified by their peers as being workplace influencers and capable of conducting the training.

We recognize that advancing everyone’s understanding of what it means to work at Newmont is an ongoing effort. We will continue to deliver this valuable training and explore opportunities to further integrate this awareness to support our goal of building a workplace culture that fosters values-based leadership and allows every person to thrive, contribute and grow.