Fostering diversity, choosing civility

Agnico Eagle’s people and culture have always been a competitive strength and advantage. We seek to be a place where people want to work because it is meaningful and offers purpose, and one where they are given the opportunity to achieve their full potential. As we grow, we know we must maintain our culture and focus, while increasing our inclusivity, to remain a leading employer thriving through societal changes.

As we merge the people and cultures of our two legacy companies, we recognize that workplace changes can bring both excitement and anxiety to our team. This reality, combined with two years of navigating the pandemic, will require both resilience and compassion.

The mining industry itself will continue to play a pivotal role in the global recovery from COVID-19, providing high-paying jobs and promoting the development of a skilled local workforce.

2021 Key Highlights

  Combined Legacy Agnico Eagle Legacy Kirkland Lake Gold
Employees and contractors working worldwide at the end of the year 14,301 10,008 4,293
Of training hours delivered to Agnico Eagle employees in 2021  292,008 173,891 118,117
Of our workforce from local employment  68% 57% 91%

Employees at our operations who are indigenous  
647 380 267

 


 

 

Diversity and Inclusion

Diversity, Equity and Inclusion (DEI) are fundamental to Agnico Eagle’s core values of Family, Trust, Respect, Responsibility and Equality and essential to the growth and success of the Company. Together we are working to create a diverse, inclusive and collaborative workplace for all where everyone can show up to work as themselves free of barriers or feelings of exclusion.

We have a Diversity and Inclusion Policy that outlines our commitments and responsibilities, including treating each other equally, fairly and consistently with equal access to opportunities and recognition, valuing workforce diversity, and promoting the benefits of diversity and inclusion. Our Diversity and Inclusion Council, established in 2019, has oversight responsibility for the monitoring and implementation of the Diversity and Inclusion Policy and works with corporate and site teams to communicate diversity and inclusion strategies and monitor, track and audit performance. 

Discriminatory practices and harassment are not tolerated and any reported instances are formally investigated with appropriate disciplinary action taken. In 2021, a global long-term strategy was developed with priorities to accelerate and broaden the Company’s approach to DEI. This long-term strategy is based on employee feedback by formal survey, available data and other feedback mechanisms, both formal and informal and covers four priority areas.


Maximizing Local Employment

Our goal is to hire 100% of our workforce, including our management teams, directly from the region/country in which each of our operations is located. In 2021, local employment at Legacy Agnico Eagle was 57% for all employees and 64% for senior management, and at Legacy Kirkland Lake Gold was 91% for all employees and 90% for senior management.

Our Kittilä, Goldex, LaRonde, Macassa and Fosterville operations are more than 90% operated by persons living locally or in the region. At Kittilä, our employees come mainly from Finnish Lapland, employees at Goldex and LaRonde Complex come mainly from the Abitibi region in Quebec, Canada, employees from Macassa Mine live in Northern Ontario, Canada and employees in Fosterville Mine are mainly from Bendigo regional area. At Pinos Altos and La India mines in Mexico, 100% of the workforce is from Mexico, with the majority living in the northern states of Chihuahua, Sonora, and Sinaloa.

Due to the remote nature of our Detour Lake Mine and Nunavut operations, these sites operate on a rotational basis. Employees are transported to the sites and live and work at the mine for the duration of their work rotation. At Detour Lake Mine 84% of employees are from Northern Ontario and 18% of Nunavut employees are local to the Kivalliq or Kitikmeot regions. 

To learn more about our employment performance, initiatives and priorities, click here.

To read about some of our People related stories, click here.

  Combined Legacy Agnico Eagle Legacy Kirkland Lake Gold
Tonnes (CO2 equivalent) of GHG Scope 1 & 2 emissions produced by our operations  1,184k 692k 492k
Of our electricity is from renewable sources  40% 46% 32%
Freshwater Recycled  78% 71% 89%

Of freshwater withdrawn for use from all sources 
10.1 Mm3 8.9 Mm3  1.3 Mm3

  Combined Legacy Agnico Eagle Legacy Kirkland Lake Gold
Tonnes (CO2 equivalent) of GHG Scope 1 & 2 emissions produced by our operations  1,184k 692k 492k
Of our electricity is from renewable sources  40% 46% 32%
Freshwater Recycled  78% 71% 89%

Of freshwater withdrawn for use from all sources 
10.1 Mm3 8.9 Mm3  1.3 Mm3