Newmont has raised the bar on its commitment to inclusion with employees now eligible to receive 26 weeks paid parental leave, and 10 days domestic violence leave, a significant increase from the previous 14 weeks paid parental leave and five days unpaid domestic violence leave.
Paid secondary carers leave has been increased to 10 days, and additional benefits have been introduced including superannuation and long service leave accruals paid on return to work. The policy is inclusive of de facto relationships, including same sex partners.
The changes demonstrate Newmont’s commitment to inclusion. Regional Senior Vice President (RSVP) Alex Bates said the change was consistent with Newmont’s values and positions Newmont as an industry leader and employer of choice.
“We have a responsibility to address the diverse needs of all of our workforce - the updated policy will be instrumental in supporting and retaining our employees, as well as in attracting new employees to our business,” Mr Bates said.
“Through top ups to superannuation, long service leave and return to work incentives, we’re addressing the gender pay gap, ensuring employees are no worse off after parental leave.”
“The increase in domestic violence leave addresses the burden placed on victims, providing critical support to affected employees.”
All Newmont procedures have been updated to ensure they are visibly inclusive for LGBTI employees, with both primary and secondary carers benefitting, regardless of gender.
The revised policy will apply for parental leave where the birth or placement of the child occurs on or after 1 January 2019.