We're committed to providing a work environment in which every employee is treated fairly, respected, has the opportunity to contribute to business success and also to realise their full potential as individuals.

Mechanisms to protect the human rights of employees and communities include: our Principles, the Best Principle Principles (BPPs) and Assurance Programme, the Security Services and Human Rights Policy and our comprehensive Employee Human Rights Policy.

The Employee Human Rights Policy covers human rights affecting personal dignity, working conditions, treatment of personnel, freedom of association, forced and child labour, unfair discrimination and training.

De Beers is a signatory to the UN Global Compact.

Working conditions
Our Principles and Employee Human Rights Policy require us to comply with the International Labour Organization (ILO) fundamental principles, rights at work and core labour standards.

These ideals are also embedded in the BPPs and as such apply to Sightholders as well as the Family of Companies.

Terms of employment
All contracts of employment include information on roles and responsibilities, hours of work, conditions of employment, security requirements, intellectual property stipulations, non-disclosure and the declaration of outside interests.

The terms of employment are explained to all new employees during the recruitment process and on the first day of work during the induction process.

Employee remuneration is based on the band and corresponding salary scale that is pre-defined at a business unit or group level. Where skills are scarce, salaries may be re-negotiated to ensure De Beers remains competitive to key employees.

Employee benefits
Employee benefits differ between operations and tend to include leave, sick leave, maternity and paternity leave, medical aid, pension plan, life insurance and compensation for injuries or disease at work.

Employees are also able to access study assistance, skills development, fuel and maintenance allowance, rental allowance, family responsibility allowance and a number of other benefits depending on operation and salary scale.

Fundamental principles and rights
Our human resources policies have been reviewed to ensure they do not discriminate in any way or contain barriers that would negatively impact on employees.

Freedom of association and collective bargaining
The Employee Human Rights Policy stipulates that employees and employers are free to form associations for the protection of their interests and to bargain collectively where the relevant thresholds of representivity are met.

These rights are also enshrined in law in the countries in which we operate and in many instances are integral to our mining licence agreements with governments.

Trade union and employee associations have a strong presence at most mining operations. Unions have also been invited to comment on a number of our human resources policies and are active participants in our health, safety and HIV/AIDS programmes.

Loss of employment due to organisational change may occur as a result of restructuring or mine closure. In such circumstances, we consult extensively with employees and employee representatives before embarking on any retrenchments.

We also seek to build the skills of employees and communities throughout the mining process, thus creating opportunities for sustainable livelihoods post-mining or in the event of retrenchment or redundancy.

Forced and compulsory labour
The Employee Human Rights Policy recognises that “employees will not be subjected to forced labour” and acknowledges overtime to be voluntary in accordance with the national permitted level.

Child labour
Our Employee Human Rights Policy prohibits any child under the age of 16 from being employed. It also requires that “no persons under the age of 18 will be employed in roles that may be hazardous to their health, wellbeing or safety, including any night work, underground work and work involving machinery.”

Non-discrimination and employment equity
Our Employee Human Rights Policy requires there to be “no unfair discrimination in employment on the basis of race, colour, sex, religion, political opinion, gender orientation, national extraction or social origin”.

It also guarantees employees equal pay for work of equal value and requires the implementation of procedures to guide recruitment processes, allow employees to report any cases of unfair discrimination without fear of redress and ensure that service providers and diamond clients adhere to similar non-discrimination practices.

Adherence to the policy is subject to internal and external audit through the BPP Assurance Programme.

Employment equity
The Family of Companies will ensure designated groups have representation in decision making positions that reasonably reflects the demographics of the country’s economically active population.