Our people

We are committed to treating our people fairly, upholding their rights, and developing their careers.

Why our people matter to us

Our people are essential to our success and growth. We recognise that we need a skilled and committed workforce – with a diverse range of experience and perspectives. 

Our approach

We work to create diverse workplaces and develop talent – while upholding the rights of our workforce and giving them simple ways to raise concerns.

Labour relations

We uphold the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work. We prohibit all forms of child, forced or compulsory labour.

We recognise and uphold the rights of our workforce to a safe workplace, freedom of association, collective representation, just compensation, job security and opportunities for development.

Response to labour conditions allegations

A number of allegations have been made against Glencore’s working practices, we provide a full response here.

We consult with and support our people when they are affected by major changes such as closures, mergers and acquisitions. 

Career development

We work to attract and retain the best people at every level. We undertake regular assessments of skill levels and competence – aiming to support, develop and reward people with talent and potential.

See also our section on careers at Glencore.

In addition to providing formal career development, we take a holistic approach towards the well-being of our employees. This approach reflects local needs and includes:

Our Raglan Mine in northern Quebec, has worked with local Inuit communities


Reflecting the wide geographic footprint of our workplaces, diversity is at the core of our approach towards our people. 

As part of this ambition, we are committed to finding ways to include and promote people from indigenous communities.

We prohibit all forms of discrimination, and do not tolerate any form of harassment in the workplace.

Inuit employment at Raglan Mine

Meet Mirriam from Zambia

UK Gender Pay Gap disclosure

Gender Pay Gap report 2018

This statutory disclosure is the gender pay gap report as at 5 April 2018 for Glencore UK Ltd which had 368 employees (241 male, 127 female).

At Glencore UK Ltd, we continue to recognise our employees as being key to our success and we remain committed to attracting and retaining the best people in order to maintain a capable and engaged workforce that meets our business objectives.  A key part of that is our commitment to equal opportunities for everyone regardless of any particular characteristic such as gender.   To this end, we continue to develop our people through our training programmes and advancement in the business.  In March 2018, we appointed a female director who was promoted through the business to become one of the three directors of Glencore UK Ltd.

As we reported last year, our analysis indicates that our gender pay gap relates to the structure of our workforce and also the nature of our industry rather than inequality of pay – employees in similar roles are paid equitably.  Recruiting and developing our people on merit remains at the core of our strategy and we are committed to supporting women during pregnancy, maternity leave and return to work in order to enable career development.

Statutory Disclosure 2018

Glencore UK Ltd

Mean and median pay and bonus

  Mean Median
Gender Pay Gap 26.8% 22.6%
Gender Bonus Gap 70.5% 40.0%


Proportion of employees in each pay quartile

  Male Female
Upper 81.5% 18.5%
Upper Middle 68.5% 31.5%
Lower Middle 59.8% 40.2%
Lower 52.2% 47.8%


Proportion of employees receiving a bonus

  Male Female
Received a bonus 90.0% 92.9%
Gender Pay Gap report 2017

In 2017, the UK government introduced legislation requiring all UK-based companies employing more than 250 relevant employees as at 5 April 2017 to report on their gender pay gap.

This statutory disclosure is for Glencore UK Ltd., which had 348 employees (232 male, 116 female).

Across the Glencore group, we recognise that it is our people who are key to our success. Glencore UK wants to attract and retain the best people and a key part of that is ensuring everyone has equal opportunities, regardless of particular characteristics such as gender, race and age.  

Our analysis shows that our pay gap relates to the structure of our workforce rather than inequality of pay.  In our sector, similar to many others, there has traditionally been a greater proportion of men than women pursuing careers and, as a result, 2/3 of our employees are men. This has led to a greater number of men than women in senior and other positions that attract a higher level of pay. We maintain our position to recruit and develop our people on merit. We are committed to supporting women going on and returning from maternity leave and have policies in place to support both. 

Our approach
We are committed to maintain a capable and engaged workforce in order to meet our business objectives. Our approach incudes:

  • continuing to support the development of talented people regardless of age, gender or race through local employment;
  • developing and strengthening of our trainee programmes and leadership training and advancement; 
  • taking an equal approach to family-friendly practices, including flexible working; and
  • becoming an employer of choice in the marketplaces where our main offices and industrial operations participate.
Statutory Disclosure 2017

Glencore UK Ltd

Mean and median pay and bonus

  Mean Median
Gender Pay Gap 27.7% 24.0%
Gender Bonus Gap 57.1% 39.1%


Proportion of employees in each pay quartile

  Male Female
Upper 83.9% 16.1%
Upper Middle 66.7% 33.3%
Lower Middle 63.2% 36.8%
Lower 52.9% 47.1%


Proportion of employees receiving a bonus

  Male Female
Received a bonus 90.5% 94.0%

Raising concerns

If there appears to be a breach of our Code of Conduct, employees, contractors and suppliers are encouraged to raise this through local channels.

To make it easy to formally raise concerns about ethics or compliance, we also have mechanisms known as “Raising Concerns”.

Principles we follow

UN Global Compact Principles 1–6

Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights

Principle 2: Business should make sure that they are not complicit in human rights abuses.

Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining

Principle 4: Businesses should uphold the elimination of all forms of forced and compulsory labour

Principle 5: Businesses should uphold the effective abolition of child labour

Principle 6: Businesses should uphold the elimination of discrimination in respect of employment and occupation


UN Sustainable Development Goals - Goals 1, 2, 4, 5 and 10

Goal 1: End poverty in all its forms everywhere

Goal 2: End hunger, achieve food security and improved nutrition, and promote sustainable agriculture

Goal 4: Ensure inclusive and quality education for all and promote lifelong learning

Goal 5: Achieve gender equality and empower all women and girls

Goal 10: Reduce inequality within and among countries

International Council on Mining and Metals - Principle 3

Principle 3: Respect human rights and the interests, cultures, customs and values of employees and communities affected by our activities