1. WHAT’S YOUR SUPERPOWER?
Beatrice Opoku-Asare, Global Director-Inclusion & Diversity
Newmont Mining Corporation
Month 2015

2. What’s your super power?
Inclusion and Diversity- My personal perspective
Newmont Mining Corporation- Our journey so far
Building new superpowers- My 3 simple tips within our control
Month 2015

3. “Ghanaba”
Personal view on diversity- My story
Month 2015

4. Personal vie on diversity
Allow audience to share their super powers
Month 2015

5. What’s your super power?
Captain Planet and the Planeteers is an American animated environmentalist television program created by Ted Turner and Barbara Pyle and was broadcast on TBS from September 15, 1990, to December 5, 1992 producing 113 episodes
Allow audience to share their super powers
Month 2015

6. Inclusion is critical to making impactful progress
inˈklo͞oZHən/
The concept of inclusion incorporates both an active process of change (verb: to include) and an emotional outcome (I feel included)
RESPECT
VALUE
SUPPORT

7. 66% 83% 3.5X 2X Show me the numbers, NOW!
Diverse thinking styles yield 66% more innovation than homogeneous thinking styles
The combination of Diversity & Inclusive environment yields an 83% uplift in business performance and 43% uplift in team collaboration 2X
3.5X
Teams that leverage diversity & inclusion benefit from twice the level of employee engagement than teams that do not
When leaders give diverse voices equal airtime, employees are more than three times as likely to contribute to full innovative potential
References: Deloitte Study, waiter is that Inclusion in my soup. Irish Bonnet, What Works. The Bteam.org Diversity: Bringing the business case to life. HBR, Diversity doesn’t stick without inclusion
Month 2015

8. But beyond the numbers
Month 2015

9. Global Inclusion and Diversity Newmont’s Strategic Priorities
Our Purpose
To create value and improve lives through responsible and sustainable mining
Our Value of Inclusion
We create an inclusive environment where employees have the opportunity to contribute, develop and work together to deliver our strategy
Our Strategic Priorities
Workplace
Workforce
Community
Enhance understanding of inclusion by integrating principles, practices and content into existing systems and through formal structures, such as BRGs, to help build inclusive behaviors
Increase representation of women, nationals, local-locals or indigenous people (where applicable) and other diverse groups across the organization to enhance business performance
Establish community partnerships that support the development of a diverse talent pipeline and demonstrate that Newmont values diversity and inclusion
Identify key integration points and establish plans with S&ER, Communications, Safety, and Supply Chain
J O U R N E Y
Month 2015

10. Global View: Steady progress with increasing momentum
Key Highlights Since 2013
Board, CEO and Executive Leadership Team sponsorship
Board Gender & Cultural Diversity
Noreen Doyle named as Board Chair
Progress in Executive Leadership Team Gender Diversity
National representation targets achieved
Inclusion made one of 5 core values
Progress of Business Resource Groups (21 BRGs Globally)
Piloted Inclusive Leadership Workshops globally, broad 2018 global roll out
Piloted Unconscious Bias Training with Executive Leadership Team, Global Talent Management team and BRG leaders
Paradigm for Parity CEO & RSVP commitment and data informed refresh of solutions
Key Metrics
Global Employee Survey (Value and I&D Index)
Gender Diversity Goals
National Representation & Development Goals
‘Local-Locals’/ Indigenous Persons Goals
Paradigm for Parity Key Metrics
Journey of Inclusion
Employee stories and impact
Month 2015

11. Paradigm for Parity framework guides our solutions
Five point roadmap
Newmont commitment – action steps pledged by CEOs and business leaders to establish parity and create an inclusive workplace within their own businesses
Minimize or eliminate unconscious bias
Increase number of women in senior operating roles
Measure targets at every level and communicate progress and results regularly
Base career progress on business results and performance, not on presence
Identify women of potential and give them sponsors as well as mentors
Three part toolkit- Key expectations/activities
Understand the baseline
Increase representation
Manage with a diversity mindset
Current seniority snapshot
Historical comparison snapshot
Time in role analysis
Hiring (3-year lookback)
Promotion (3-year lookback)
Employee engagement summary
Post departure interviews
Blind resumes
Gender neutral job descriptions
Diverse interview panels
Pool-based hiring
Sourcing mechanism for bringing talented women back on board
Require diverse hiring slates
Establish a diversity recruiting office
Combine unconscious bias training and a manager playbook
Clear and accountable diversity objectives for individual managers
Institute slate-based promotion process with full consideration of all diversity candidates
Cascade the “plus one” tactic
Create benefits to reduce “other time” barriers
Adopt the 70% rule
Paradigm for Parity is a movement of CEOs, senior executives, founders, board members and business academics who are committed to an inclusive workplace where women and men have equal power, status and opportunity in the workplace by 2030.
The roadmap and toolkit provided by Paradigm for Parity outlines a scientific framework and roadmap for accelerating not only gender parity but also providing clear guidance to pursue solutions for building an inclusive workplace that leverages all dimensions of diversity. This work aligns with our values, and our commitment to inclusion
Paradigm for Parity’s 3 part toolkit provides specific strategies for organizations to progress commitments made
We completed tool kit 1 in 2017= an data driven analytical review of current state followed by focus groups globally to identify root causes
2018: Prioritize and implement organizational strategies for progressing an inclusive culture and test programs for attraction and hiring of a diverse talent pool
Source: Paradigm for Parity: A Call to Action and Model for Gender Equality
Month 2015

12. Business Resource Groups (21 Globally)
Grassroots effort by our employees to promote an inclusive workplace and leveraging diversity. A key component of our strategic priorities.
Local local/ Indigenous employee BRG and Parental Support BRG’s also exists in region. BRG Leaders form a global council meeting quarterly with executive sponsors and leaders
Month 2015

13. Our focus going forward
An inclusive culture is critical to leveraging diversity
Our focus going forward
Leverage our global framework for inclusion and diversity training and development to improve awareness, understanding and role modeling of inclusive behaviors; expand roll out of Inclusive leadership work and unconscious bias lab in global operations
Leverage Paradigm for Parity framework to prioritize and guide systemic improvements
Achieve/exceed 2018 representation goals and establish new multi year targets
Refresh multi-year global strategy and tactics for Workplace, Workforce and Community
Strengthen maturity and impact of Business Resource Groups
Establish industry partnerships and continue to build our brand; Newmont values inclusion and a diverse talent pool
Creating an environment where everyone has the opportunity to contribute and develop
Month 2015

14. Dialogue leads to connection
Making change at an Individual Level
1. Seeking similarity to create connections and learn more about difference. Remain curious
Month 2015

15. Leverage your “majority/ minority experience”
Making change at Individual Level
2. Leveraging personal experiences or that of others to better understand difference
Month 2015

16. ALLIES Making change at Individual Level
3. Aggressively invite more allies to the discussion. Understand that allies have “ally superpower” but also need an invitation to sit and participate at the I&D table. Meet them where they are at
Month 2015

17. Diverse Superpowers + Inclusive Environment = ADVANTAGE
Month 2015