Working Together

We prioritize hiring locally and developing local talent and skills. Our efforts have resulted in more than 80% of our workforce coming from the Cochrane area, Timmins and other northern Ontario communities. Through impact and benefit agreements (IBA) with our four Aboriginal partners, we also have firm commitments to maximize Aboriginal employment at our operations. Over the course of 2016, we have remained committed to hiring locally while expanding our rotation offering to accommodate employees coming to work with us from outside the region.

2016 Performance

G4-9, G4-10

The company employed 867 full-time people as at December 31, 2016, who worked side by side with 391 contractors.

Collective Bargaining

G4-11

There are no collective bargaining agreements in place at any Detour Gold location. All employees have the right to freedom of association and to join, or not join, a union, in accordance with the Canadian Charter of Rights and Freedoms.

Our operation is located entirely in Canada and inherently we operate under strict labour laws. Because of this, we do not refer to the International Labour Organization (ILO) labour standard specifically in our employment policies. Regardless, the principles of those standards are adhered to as a minimum in all of our employment, training and compensation policies and programs. We actively promote opportunities for women and men to obtain decent and productive work, in conditions of freedom, equity, security and dignity.

Pay and Benefits

G4-LA2

Competitive compensation practices facilitate our ability to attract and retain outstanding talent. The company participates annually in industry-specific compensation surveys and periodically contracts dedicated benchmarking studies. At year-end, our hourly rate for entry level, permanent full-time positions was more than 220% of the provincially mandated minimum wage of $11.40 per hour. In addition, permanent employees receive extended health and dental benefits, life and accidental death insurance, disability coverage, and they participate in a defined contribution pension plan to which the company contributes 6% of base salaries.

Employee Engagement

Engaging and empowering employees to make a difference and contribute to company goals is key to our success. In addition to job-specific conversations, such as progression plan discussions and performance reviews, there are multiple forums for gathering feedback and ideas from employees. Forums include employee engagement surveys, quarterly town hall meetings and monthly meetings of a Joint Collaboration Committee, made up of elected employee and management representatives.

At the mine, we have a rotation-based schedule, with most employees working one week in/one week out or two weeks in/two weeks out. During their time on site, employees live in modern facilities equipped with wifi-enabled private rooms and recreational facilities. We established the Joint Collaborative Committee (JCC) to involve employees in creating a great work experience. The committee, composed of employee and management representatives, relays employee questions, suggestions and concerns directly to senior management and initiates improvement plans where feasible. The process supports a culture of transparency, ensures employees have knowledge of the business direction and encourages alignment with the company’s mission. Recent efforts resulted in enhancements to a number of Detour Gold’s policies, the construction of a new gymnasium, and the purchase of equipment for fishing on site in the spring.

Workforce Composition

Detour Gold employees fall into one of five employment categories (full time, part time, temporary, casual and probationary) and one of six employee classifications.

Classification Headcount
Dec 31, 2016
General 725
Professional 28
Supervisor 59
Superintendent 29
Manager 14
Director 2
Executive 10
TOTAL 867

Employee Turnover Rates

G4-LA1

By Location (%)

Detour Lake Mine and Cochrane Regional Office Toronto Corporate Office Total
11% 20% 11

By Age Group (%)

20-29 30-39 40-49 50-59 60-69
27.3 26.0 26.0 14.3 6.5