Sustainability Management Structure


Showing is a graphic detailing Agnico Eagle’s Sustainability Governance Structure at the Board of Directors and Executive Management Committees’ level, at the Corporate level and at the Operations’ level.

Sustainability is integrated throughout the management structure at the Board, executive and operational levels.

At the Board level, sustainable development matters are presented to the Health, Safety, Environment and Sustainable Development (HSESD) Committee of the Board of Directors at each quarterly Board meeting.

At the executive level, corporate oversight and implementation of the sustainable development program are the direct responsibility of the Senior Vice-President, Sustainability and the Corporate Sustainability team.

At the operational level, processes are in place to ensure that sustainable development matters, along with risk assessment and mitigation measures, are integrated into the day-to-day management of our business.

The ABCs of Our Guiding Principles

Agnico Eagle developed a series of Guiding Principles to reinforce our management approach and culture throughout the Company.

Anchored in our values

  • Open and transparent communications;
  • Safe production;
  • Highest standards of honesty, responsibility and performance;
  • Highest levels of employee engagement;
  • Sharing and developing employees’ skills and expertise; and
  • Maintaining our entrepreneurial skills and innovative spirit.

 

Based on collaboration

  • Encouraging respectful open debates and healthy discussions; and
  • Recognizing success resulting from both exceptional contributions and teamwork.

 

Clear and simple

  • Simple practices based on common sense;
  • Clarity on people’s roles and contributions; and
  • Alignment of employees and management on our business priorities.

Business Sustainability

Our mission is to build a high-quality, easy-to-understand business; one that generates superior long-term returns for our shareholders, creates a great place to work for our employees and contributes positively to the communities in which we operate. Making mining work for all is fundamental to our company’s culture. Our business strategy is centered on three pillars: performance, pipeline, people.

For more information on our business performance see our 2020 Annual Report.

Business Conduct and Ethics

Agnico Eagle’s Code of Business Conduct and Ethics outlines the standards of ethical behavior we expect from our people and those working on our behalf around the world. The Code applies to all directors, officers, employees and agents and commits them to conducting business in accordance with all applicable laws, rules and regulations and to the highest ethical standards.

We have also adopted a Code of Business Ethics for consultants and contractors and a Supplier Code of Conduct. The Audit Committee is responsible for monitoring compliance with the adopted codes. We have established a toll-free “whistleblower” ethics hotline for anonymous reporting of any suspected violations of the Code of Business Conduct and Ethics, including concerns regarding accounting, internal accounting controls or other auditing matters, Code of Conduct violations, ethical conflicts, environmental issues, harassment or discrimination.

Anti-Corruption

Agnico Eagle aims to conduct business in accordance with all applicable laws, rules and regulations and the highest ethical standards. We do not tolerate bribery or corruption and we are committed to acting professionally, honorably and with integrity in all business dealings and relationships. Operations and business activities are assessed on a periodic basis to ensure that the requirements of our Anti-Corruption and Anti-Bribery Policy and applicable procedures and guidelines are met.

Security and Human Rights

We conduct business in regions where human rights laws are respected and promoted, and we are committed to upholding fundamental human rights as defined in the United Nations Universal Declaration of Human Rights. This includes providing assurance that our operations will not support, benefit or contribute to unlawful armed conflict, human rights abuses, or breaches of international humanitarian law. We report on overall implementation of these matters through MAC’s Towards Sustainable Mining annual progress report, the Voluntary Principles on Security and Human Rights (VPs) annual report and the World Gold Council Conflict-Free Gold Assurance Report.

As part of our Risk Management and Monitoring System (RMMS) risk assessment process, we have included a set of consequence severity criteria specific to human rights and security in our evaluation matrix.

Diversity and Inclusion Policy

For more information on our Diversity and Inclusion Policy, click here.

Public Policy Initiatives

We focus on partnering with local stakeholders and industry to engage on public policy initiatives that support the sustainability of our industry and the communities in which we operate. Our priorities include initiatives related to infrastructure development in remote areas, training support, streamlining the permitting process, land use management and wildlife protection.

Crisis Management and Emergency Preparedness

Due to the remote nature of our operating and exploration sites, Agnico Eagle has developed an emergency response capacity at all our sites.

Training personnel to respond to all forms of emergencies remains a key element of our health and safety programs. Our mine rescue teams are considered amongst the best in the industry. They regularly participate in industry competitions to further develop their skills and share best practices.

These individuals contribute to safety in the workplace by being prepared to respond in the event of an emergency at any of our mine sites. Each of our mining operations has its own Emergency Response Plan and has personnel trained to respond to safety, fire or environmental emergencies. Each site also maintains appropriate response equipment.

Stakeholder Advisory Committee

Agnico Eagle Mines’ Stakeholder Advisory Committee (SAC) is comprised of independent stakeholders with expertise in ESG, community development, Indigenous affairs, mining, disclosure and governance matters. The group was established in 2011 and meets annually to provide constructive feedback and guidance in areas of focus for Agnico Eagle.  

The role and operation of the SAC is one of a number of engagement mechanisms and practices in place at Agnico Eagle that align with international standards and frameworks, including: 

Presented is a graphic which highlights stakeholder engagement-related elements from some of the international standards and frameworks that Agnico Eagle’s engagement mechanisms and practices align with, including objective 16.7 of the United Nations’ Sustainable Development Goals, principle 2.2 of the World Gold Council’s Responsible Gold Mining Principles and Disclosure 102-43 of the Global Reporting Initiative.

 

The SAC is a relatively unique and valuable arrangement within the Canadian mining sector and provides Agnico Eagle with feedback on our corporate social responsibility efforts and helps us make strategic adjustments to our existing local stakeholder engagement activities.  

2020 SAC Key Recommendations Highlights 

COVID-19 Response 

Conduct an assessment of lessons learned (i.e. what is working and what is not) in relation to the company’s pandemic plan to inform the preparation and response for future waves. Continue to discuss challenges and best practices with peers.  

Consider the following elements and dimensions within the company’s COVID response: 

  • How best to provide health care services or additional medical support to those who require it in remote communities near the mine sites 
  • Potential need for further changes or shifts in community investment and/or partnerships to support basic needs and evolving community needs 
  • How ‘family friendly’ company policies are for supporting employees and their families to work effectively from home; are there unintended consequences of the new work arrangements that should be considered? 
  • The need to provide support or programs for local businesses (e.g. loan programs, credit extensions/margins, pre-orders) – particularly small businesses in remote regions whose main source of revenue comes from the mine to ensure continued viability to serve long-term needs 
  • Continue to monitor potential supply chain risks associated with the pandemic 

Indigenous Relations  

  • Be progressive in Indigenous and community relations, including establishing agreements with affected Indigenous communities before being obligated to do so 
  • Use “we” in place of us/them in communications regarding Indigenous relations 
  • Consider how the company communicates expectations to contractors to ensure they contribute to implementation of the Indigenous People Engagement Policy and Reconciliation Strategy 
  • Shift the focus from Indigenous employment to integrating, training, and advancing Indigenous employees within the company. This includes: 

    - Investing in education efforts such as formal and informal training and mentoring, and 

    - Better targeting community investment programs and initiatives to support a talent pool 

    - Ensure the signing of agreements is not simply a flagship moment but leads to actual results. Develop specific indicators to measure the company’s progress against commitments made to communities, and consider linking these to executive compensation 

    - Share Indigenous employee and Indigenous supplier data publicly 

    Other 

  • Consider the company’s role in the transition to a low carbon economy and in the circular economy. Develop a robust climate change strategy 
  • Look into how the Initiative for Responsible Mining Assurance’s assessment tool could help the company assess and continue to improve health, safety, environment, and social management and performance 
  • Consider publicly reporting on: 

    - recordable injuries in addition to reportable injuries 

    - women in management positions, and 

    - establish targets for female employment and report on progress