As a global organization that operates in diverse parts of the world, we recognize the importance of inclusion and diversity as a company priority. FCX’s Inclusion and Diversity Policy is applicable to our global workforce and we have a cross-functional inclusion and diversity leadership team, which helps guide the direction and implementation of our programs. Because inclusion and diversity differ across cultures, regional teams and dedicated site leaders are tasked with identifying and addressing local challenges and opportunities unique to each operation.

Our inclusion and diversity program is currently prioritizing four focus areas: (1) awareness and education, (2) eliminating barriers, (3) supporting employees to achieve their full potential, and (4) increasing diverse candidate pools.

Note: U.S. Equal Employment Opportunity (EEO-1) disclosure can be found on page 133 of our 2023 Annual Report on Sustainability.

Diversity & Local Hiring

FCX is committed to fostering a culture that is inclusive and representative of the communities where we operate. The majority of our employees are from the countries where we operate. One of our greatest opportunities to contribute to our host communities is through local employment and capacity building programs. Local employment directly contributes to the economic and social development of surrounding communities. Moreover, hiring locally incorporates local cultures and knowledge into our company, which can strengthen our programs and enhance global inclusion and diversity among our workforce through increased awareness, understanding and perspectives.

We are often the largest employer in our host communities, which are typically in remote areas, and hiring locally is a commitment we make to the communities surrounding our operations and to our host countries. It is from this context we seek to tailor our approach to inclusion and diversity across our global business. We aspire for the diversity of our workforce to reflect the diversity of the communities where we operate.

We retain expatriate expertise for managerial and technical roles when we determine the required expertise it is not available in local communities. On average, expatriates represent 1% of people employed at our operations globally. Expatriates and inpatriates receive cultural training upon their arrival to a new location.

Gender Diversity

Gender diversity continues to be an important focus for FCX. We are proactively working to attract and retain qualified women to work at FCX, and we have been working to promote an inclusive culture, to support well-being initiatives, and to conduct compensation reviews to identify and address possible pay gaps.

Representation of women in our employee base ranges widely across our global operations. Part of our ongoing work moving forward is to better understand the specific regional contexts and drivers behind the lower numbers of women in certain regions and to find ways to support inclusivity through capacity building, resilience, skills, knowledge and career development opportunities ― as well as finding additional ways to support our people outside the workplace.

While inclusion and diversity issues take time to identify and resolve, we are focused on addressing these challenges, increasing overall employee engagement and satisfaction, and finding ways to retain, develop and advance women employees.

Fair & Equal Remuneration Practices

We are committed to respecting the rights of our workforce, including paying fair and equal wages for equal work. Our approach to compensation and benefits is market-based, competitive and informed by annual benchmarking and analysis. This includes equal pay for equal work and compensation levels supporting the acquisition of the goods and services necessary for an average-size family to meet their basic needs in the geographic locations where we operate — often referred to as a living wage.

We are committed to providing equal pay for equal work regardless of gender, race, ethnicity or any other characteristic protected by applicable law. We periodically conduct internal compensation reviews to identify and address, as appropriate, possible pay gaps, which cannot be explained through performance, distribution of jobs, experience, time in role and other legitimate business-related factors. Since 2021, to further our commitment to provide equal pay for equal work and to support our global inclusion and diversity efforts, we have engaged a third-party compensation consultant to evaluate our gender pay equity practices across our global operations.

To learn more, please see our 2023 ANNUAL REPORT ON SUSTAINABILITY

BACK TO WORKFORCE > INCLUSION & DIVERSITY