ICMM has announced a collective goal to drive more diverse, safe and inclusive mining workplaces by establishing a benchmark on gender representation and equality in the industry, with progress towards this goal being reported in a biennial performance report commencing 2026.

ICMM has also published a set of practical tools to support improved performance on diversity, equity and inclusion (DEI) and a roadmap to help accelerate meaningful progress across the wider industry.

In 2023, ICMM published a DEI Position Statement in which its members committed to four actions by the end of 2024. This included developing a roadmap outlining key steps being taken on DEI, to set individual and collective goals, to disclose aggregated performance against these goals and encourage wider collaboration to address shared challenges.

The benchmark, focused initially on gender, will enable members to track their progress in implementing equitable practices in hiring, pay and investment in training. ICMM will publish a biennial report on members’ performance, offering transparency and accountability for companies and stakeholders with the overall aim of improved performance on DEI across the wider industry.

To support mining companies embed DEI policies and practices into their strategies and operations, ICMM has developed six practical tools. These resources provide guidance on:

Underpinning this work is a DEI roadmap which outlines the steps already taken by ICMM and its members, sets out future milestones towards achieving our DEI aspirations and aims to inspire other companies to also take positive DEI action.

Danielle Martin, Director of Social Performance and Co-COO, ICMM, said: “Our collective goal, tools for DEI and our DEI roadmap reflect a shared determination to build a mining sector that is not only more equitable but also a better place to work. We recognise that achieving meaningful progress will take time, effort and deliberate endeavour. Establishing benchmarks will help companies and stakeholders understand what good looks like and where improvement is required. They’ll provide inspiration for companies to meet or exceed them and ensure accountability, with members’ progress against the benchmarks published in a biennial report. I hope this goal, along with the tools and roadmap, encourage others to join this effort to drive the change we so urgently need.”

Jonathan Price, CEO, Teck Resources, said: “No one should experience harassment, discrimination or unsafe conditions in the workplace. Together, we must eliminate these harmful behaviours and foster a truly diverse and psychologically safe environment. This is not just the right thing to do – it is essential for attracting and retaining the talent our industry needs for the future. I am proud of the momentum ICMM members have catalysed on strengthening diversity and inclusion, and of the progress we can make when we collaborate on the critical challenges facing our industry. While there remains work to do, this commitment reflects the recognition within the mining industry that real progress depends on humility, collaboration and sustained action.”