As the mining industry continues to evolve, De Beers Group is leading the charge in reshaping what inclusion and representation look like across its operations. In a sector traditionally dominated by men, De Beers is purposefully dismantling barriers to ensure that women not only participate but thrive.
Driven by the belief that gender equity is integral to long term business success, De Beers is committed to increasing female representation across its workforce. In South Africa, the company is already showing measurable progress with women making up 33% of Top Management and 36% of Senior Management – figures that significantly exceed current industry averages.
“Transformation is not just a compliance obligation for us, itis a business imperative,” Coral Wheelock, Senior Vice President – People Partnering, Mining and Discovery at De Beers, says. “Gender diversity improves innovation, strengthens safety outcomes and builds high performing teams.”
To accelerate its progress, De Beers has taken a strategic and holistic approach. This includes a longstanding partnership with UN Women through the HeForShe Alliance, with a focus on growing female representation in technical and leadership roles.
Locally, targeted talent acquisition and development initiatives are central to the strategy. These include prioritising women for apprenticeships, awarding bursaries to female students and launching leadership and mentorship programmes tailored to women at various career stages.
Importantly, De Beers recognises that inclusion must be embedded in the workplace culture and infrastructure. The company has introduced gender-sensitive PPE, improved on-site facilities, implemented flexible work policies and provided enhanced maternity support. Safety is also a priority, with upgrades to lighting, transport and security on mine sites.
“Mining has historically been an exclusionary space for women,” Wheelock says. “We have had to be deliberate in changing that – creating environments that support women’s participation and growth, both in the field and at the leadership table.”
Beyond its internal workforce, De Beers is extending its gender equity efforts into its supply chain by promoting women-owned businesses through procurement policies. The company is also investing in the future pipeline, having awarded over 100 STEM bursaries to young women in Canada and engaging more than 6,700 girls globally through education outreach.
Wheelock’s own career journey – rising through the ranks of De Beers – exemplifies the opportunities that inclusive leadership can unlock. Under her guidance, together with collective leadership accountability, the company has embedded equity, diversity and inclusion into its culture.
“True transformation demands more than good intentions. It takes sustained action, accountability and leadership,” she says. “We are committed to creating pathways for women to lead and succeed, because the future of mining depends on it.”
