Building Strong Relationships


Our operations are located in the traditional territory of several Aboriginal communities. The Detour Lake mine itself is located within Treaty 9, an area that has had continual use by Métis people. We have impact and benefit agreements (IBA) with four Aboriginal partners, which detail our commitments for employment, contracting, environmental stewardship and engagement.

Hiring and Procurement

We work closely with our Aboriginal partners through their employment and training coordinators to achieve employment commitments specified in our agreements. The coordinators support Detour Gold’s community-based recruitment efforts and give advice to prospective employees. They also meet regularly with Detour Gold Aboriginal employees to provide additional assistance. In 2016, we worked closely with Moose Cree First Nation to help job candidates from their community prepare for interviews, get early record checks, build resumes and prepare for interviews.

The company supports job readiness programs that provide Aboriginal candidates with opportunities for training and skills development as well as work experience. For example, we continue to participate in a program led by Aboriginal Women in Mining that places women at our site for training or work.

Our collective efforts resulted in hiring 138 employees from our Aboriginal partner communities in 2016, increasing our participation rate from 17% to 23%. These employees work in nearly every area, from IT and general administrative to haul truck operations and metallurgical technicians in our process plant.

We buy supplies and services from a large number of suppliers and contractors. In 2016, the mine achieved an Aboriginal business participation rate of 82% of our new, available contracts. These contracts included tree clearing, structural repairs and civil work such as the TMA construction and crushing services.

Aboriginal Participation Aboriginal Participation

2016 Workforce Breakdown

Moose Cree 7%
Taykwa Tagamou 4%
Wahgoshig 2%
Metis 4%
Other First Nations 6%
Balance of site 77%


We actively engage our Aboriginal partners in environmental monitoring and reporting processes and in the planning of mine expansion, closure and reclamation. Key forums for discussion are implementation committees, environmental working groups and the Métis Nation of Ontario (MNO) Region 3 Consultation Committee.

See Engagement to learn more about our approaches and 2016 activities.

Case Study

Moose Cree First Nation Recruitment Drive

Hiring and training local people is one of the most important contributions we make to building sustainable communities. The IBAs with our Aboriginal partners outline the ways we will work together to maximize employment and training opportunities and we are committed to these goals. The first step to doing so is partnering with their Employment and Training Coordinators to recruit job candidates, help them build resumes, and prepare for interviews.

In 2016, we held a recruitment drive at the Moose Cree First Nation that gave job candidates and Detour Gold personnel an opportunity to get to know one another the day before interviews were conducted. During the “meet and greet,” Detour Gold teams made presentations about the company to interested candidates and then talked one-on-one with them, so we could gain a better understanding of each person’s story and the candidates would be more comfortable with the interviewers when it came time for an interview.

The day after the meet and greet, a booth was set up at the local complex and community members interested in working with the company were invited to drop in for an interview. Through this process, everyone was either offered employment or referred to a training program, including Aboriginal Women in Mining, to gain industry experience that would qualify them for a job in the future.

The process worked well although in our post-event meetings with Moose Cree, we also identified areas for improvement. We plan to host another event in 2017 for entry-level positions available within the process plant and mine operations department.

“Early 2017 numbers show great progress in the process plant, where 43% of our operators, refiners and metallurgical technicians are Aboriginal, of which 25% are from IBA partner communities.”

The Business Case

for community outreach & inclusion

Sourcing talent from local communities makes good business sense.

  • Our employees have a vested interest in protecting the natural environment where many have grown up hunting, fishing and enjoying the land. Care and concern extends to their daily tasks.
  • Talent retention increases, because people are close to home. A reduced turnover rate increases the level of training, knowledge and continuity (also known as “corporate memory”) within our workforce.
  • Community support for the operation is increased, because employees live in local communities and are able to see first-hand what happens at our operation.
  • A strong community network enables us to buy local, which in turn lessens our cost in shipping and handling charges.