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“Thank You to our Employees” – a Letter from the CEO

At Coeur, effective human capital management is critical to achieving our strategic goals. Coeur’s leadership principles are the foundation for a common language through which all employees can navigate individual success while collectively driving long-term value.

We have the highest regard for the dignity, well-being and human rights of our employees, the communities in which we work and live and other stakeholders affected by our operations. These commitments are embedded in our Human Rights Policy and Code of Conduct.

We aim to be an employer of choice by promoting safety first, proactively developing our people and embracing diversity in all its forms. We believe in working together as a team to deliver impactful results for our stakeholders. Our focus on long-term value emphasizes quality and safety while integrating innovation into our daily activities. We succeed when we work together.

Coeur's People Goal

For more information on our management strategies and performance, please refer to our 2019 Responsibility Report.

Fair Employment Practices & Equal Opportunity

Coeur believes in going above a fair and living wage to provide highly competitive compensation for our employees. In-line with the mining industry, our average employee earns 25% more than the average employee in their local markets according to industry benchmarking.

We proactively engage with our employees about Company strategy and initiatives to drive alignment and awareness so that no matter where an employee works, all are part of the larger Coeur. We believe that an engaged workforce is one that will continue to put forth their best effort and invest in long-term careers at Coeur.

To learn more about our comprehensive benefits and our Coeur Heroes program, check out our Careers page.

Coeur’s President & CEO, Mitchell Krebs, is the first and only precious metals mining CEO to sign the CEO Action for Diversity & Inclusion pledge. This pledge highlights the Company’s continuing commitment to foster a diverse and inclusive workforce, evidenced by programs such as Coeur Heroes that so far has provided almost 100 career opportunities to current and former U.S. Military personnel. In March 2020, we joined with other signatories in hosting a Day of Understanding in Chicago to embrace differences in the workplace, provide education for employees and enhance an inclusive work culture. We plan to continue to build on this important initiative in the future.

Coeur believes that all employees have the right to work in an environment that is free from discrimination, harassment and bullying. We believe that the Company and its employees benefit from diversity in its workforce, which comes in many forms: gender, ethnicity, age, skill sets and talent. We respect the range of talents, abilities and experiences a diverse workforce provides and strive to increase diversity at all levels of the organization, including in our priority focus of local hires at each of our locations.

Coeur celebrates gender diversity at all levels of the organization. Our board has two highly qualified female directors who bring extensive experience and leadership to the board room. Linda L. Adamany, who has been with Coeur since 2013, was named one of Women Inc.’s 2018 Most Influential Corporate Directors. Jessica McDonald, who joined the board in 2018, was named as one of Canada’s Top 40 Under 40 in 2009, and she has been repeatedly named one of Canada’s Top 100 Most Powerful Women, named to Canada’s Top 100 Most Powerful Women Hall of Fame, as well as regularly listed as one of Vancouver’s Power 50 individuals.

In the spring of 2019, Coeur conducted its first Coeur Culture Survey with the help of an external party to gauge the alignment of our culture and outline areas of opportunity for improvement. Results demonstrate that we have a strong foundation to build on as We Pursue a Higher Standard.

Participation:

64% of Coeur’s workforce participated in Coeur’s first Culture Survey in April 2019 vs. the general industry benchmark of 40 - 50% according to Qualtrics, a leading online survey and experience management platform owned by SAP.

Results:

The feedback confirmed we have an ethical, safe and proud workforce and highlighted areas for improvement for which we will develop strategies and implement to address.

Highlights include:
  • 93% of participants feel safe performing their jobs
  • 92% feel comfortable reporting something unsafe
  • 91% believe that Coeur is committed to minimizing its impact on the environment
  • 90% are proud to work at Coeur Mining

To better understand the results, Coeur’s leadership is working with local management to gain insights through facilitated discussions with employees.

Next Steps:

Site leadership teams will review detailed survey information and develop site-specific action plans for improvement. Over the year, we will assess progress and revise action plans as appropriate to enhance Coeur’s culture as We Pursue a Higher Standard.


Training & Development

At Coeur, we proactively develop our people and create a robust pipeline of future leaders. Our areas of focus include, retaining and developing talent and promoting from within.

In 2018, Coeur initiated IMPACT training, a leadership program for frontline supervisors that complements in-person training with cross-site networking, mentorship and practical application over one year. This is an example of the investment in our people with over 8,520 hours of training to our frontline leaders in 2019 alone.

 

  • Leadership Skills
  • Qualified Leaders
  • 144 Hours of Training
  • Growing Participation

IMPACT is a leadership training for frontline supervisors that facilitates relationships with leaders across Coeur Mining and helps them to discover what makes them a leader with impact.

Coeur developed the IMPACT program to help equip our leaders with the tools, resources and knowledge to take their skills to the next level.

Each participant is partnered with a mentor goes through about 144 hours of instructor-led and interactive group training with follow-up work outside of the sessions.

As of December 2019, there were 52 IMPACT graduates and 98 others in the IMPACT program.

Our People

For more information and facts about Our People, visit our Careers page.


Employee Health, Safety & Security

Our principles of Protect, Develop and Deliver apply our most valuable resource - people. Safety is at the foundation of everything we do. We believe in everyone returning home safely every day.

At Coeur, we believe in cultivating a culture of safety among our employees that reduces exposure for themselves and others and promotes the well-being of our people. We focus on reducing exposure and maintaining an environment where employees return home safe and unharmed at the end of their shift. We strive for continuous improvement and collaboration by working with all levels of the workforce and management to implement and drive proper safety procedures, processes and systems.

Our continuous effort to Pursue a Higher Standard helps form the basis of our safety strategy. While the basics of health and safety include reducing unwanted outcomes, we believe in a comprehensive upstream approach (i.e., focusing on prevention) that includes identifying and addressing hazards, exposures and risks. Our strategy has four key elements, which we expect all employees and contractors at every level to prioritize and perform:

  1. Reduce exposure through employee engagement, formal risk assessments and critical control procedures
  2. Recognize hazards before work begins, during work and post work in order to identify and create effective mitigating controls
  3. Investigate incidents to determine a root cause and apply controls to prevent future occurrences
  4. Communicate effectively with all employees, from the most senior of managers to the newest of workers, ensuring engagement and empowerment across the organization

We actively participate and are certified in the CORESafety safety management system, a comprehensive certification program comparable to other international safety standards. Created for the mining industry by the National Mining Association (NMA), CORESafety also integrates leadership and culture into safety.

In validation of our health and safety culture and practices, Coeur received the Verdantix 2019 Environment Health & Safety Innovation Award in the Metals, Mining & Natural Resources category. This award was given for the successful integration of Internet-of-Things devices with safety management software to increase efficiency, reduce silos and barriers, and create a system that supports business success. We are proud of our safety culture.

For more information on our safety management and performance, read our 2019 Responsibility Report.

 

When Duty Calls, Our Team is Ready

Accessible only by boat or air, our Kensington mine must be equipped to independently handle all types of emergencies. To ensure we’re prepared, we’ve created a 39-member rescue team consisting of underground and surface divisions, as well as, emergency trauma and medical technicians.

The employee all-volunteer based team attends monthly trainings that enhance their skills and ensure they are familiar with the latest safety measures, from firefighting to vehicle extrication, high-angle rescue and beyond. In addition to their regular drills, the team strives to expand their capabilities by attending safety conferences, workshops and rescue competitions across the country. Thanks to their dedication, Kensington is better suited to protect their employees.