Why it matters

Antofagasta is committed to high levels of corporate environmental and social governance, starting with leadership from the Board of Directors. The Board is responsible for ensuring that sustainability is embedded in all decisions throughout the mining cycle.

The Group’s Code of Ethics and Crime Prevention Handbook set out the responsibilities of employees and contractors in relation to human rights, corruption and bribery, codes of conduct, complaints management and whistleblowing. The Code reflects the Group’s core values of:

  • Respect
  • Sustainability
  • Excellence
  • Safety and health
  • Innovation
  • Forward-thinking

Employees and contractors are trained in the Code and are encouraged to report any unethical conduct through established channels.

The Group respects the rights of its employees and contractors, as well as those of everyone that comes into contact with the business. This is reflected in the Group’s commitments to employees, contractors and local communities:

Employees and contractors

  • High safety and health
  • Fair wages and good labour relations
  • Prevention of discrimination, harassment and bullying
  • Opportunities for training and development
  • Provision of good-quality accommodation, services and facilities at the operation


  • Prevention of corruption and malpractices
  • Prevention or mitigation of environmental and social impacts
  • Respect for communities’ rights, culture and heritage
  • Engagement in dialogue through the mining cycle from exploration to closure
  • Listening and responding to grievances
  • Support for community development

The Group is sensitive to the different cultures, ethnicity and diversity of the places in which we operate. None of the Group’s current operations or projects involve indigenous people, however, Antofagasta has had some very earlystage, short-term exploration activities which have required engagement with indigenous communities. The Group has been successful in maintaining a respectful and mutually beneficial relationship in accordance with ILO Convention 169 and ICMM recommendations.

View case study