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, and we seek to recruit and retain employees at all levels who embody our purpose statement through safe and ethical conduct.
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 (Spanish version) 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.
For more information on our management strategies and performance, please refer to our 2020 Responsibility Report.
Creating and fostering a culture where we can hire and retain quality people and keep them engaged is a priority for Coeur.
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 40% more than the average employee in their local markets according to industry benchmarking. While Coeur acknowledges and respects the right for employees to engage in collective bargaining, our employees have repeatedly chosen not to.
To learn more about our comprehensive benefits and our Coeur Heroes program, check out our Careers page.
When finding new talent, we seek employees who embody our principles through safe and ethical conduct and who can help foster an inclusive culture. At our mine sites, our strong culture of teamwork and our reputation as an engaged community member motivates new employee referrals. We have also created a series of partnership programs in local communities to provide internships, scholarships and apprenticeships to build a pipeline of potential employees in the next generation.
During 2020, while under unprecedented circumstances, it was even more important that we Protect our People, which meant being able to offer nimble, flexible and work from home arrangements for non-operations personnel and taking steps at the mine sites to help limit exposure and elicit a quick response when COVID-19 exposure occurred.
In response to COVID-19, we increased visibility around mental health and other wellness resources. Our Human Resources team initiated “check-ins” directly with employees to open a pathway for communication and to make sure that employees’ needs are being met and that they feel supported.
While training largely moved to virtual formats in 2020 due to social distancing requirements, we did not waver in our commitment to invest in the development of our talent. Our IMPACT training leadership program – a one-year leadership program that includes mentoring for frontline supervisors, while needing to pause after March due to COVID, still recorded 3,392 hours of training for frontline leaders. This brings the total number of hours of IMPACT training to more than 15,200 with 79 employees having graduated from the program, and 172 people have or are currently participating in the training. We have also seen an increase in promotions for women participants.
Coeur also offers education assistance to eligible employees to pursue career-related degrees.
Coeur believes in a diverse and inclusive culture of respect and equity where employees with different ages, races, religions, gender and preferences are all brought together by a common purpose: We Pursue a Higher Standard. Through training, communication, hiring efforts, assessments, and collaboration among all teams, not just Human Resources, we aim to foster diversity, equity and inclusion in our workplace as well as instill trust and empathy among our employees.
Demonstrating senior leadership’s commitment to diversity and inclusion, our President & CEO, Mitchell Krebs, signed the CEO Action for Diversity & Inclusion pledge in 2019, the first (and only) precious metals mining CEO to do so. Through this pledge we have taken specific actions including joining with organizations across the country in hosting Days of Understanding in 2020 and 2021 for employees to come together to have an open dialogue and meaningful conversations on diversity, equity and inclusion, explore our blind spots and unconscious biases and foster a more inclusive workplace.
Another initiative stemming from our CEO Action pledge was our partnership with Women in Mining USA, a national organization composed of people working in all aspects of mining, to host a 3-part webinar series. Each webinar featured Coeur Mining female personnel discussing their experiences within the industry. We plan on expanding our participation with the international Women in Mining organization through our Palmarejo mine which will be joining Women in Mining Mexico in 2021.
Our recruitment efforts are another valuable way we build a diverse workforce. During 2020, we shifted the focus of recruiting online, allowing us to reach a more diverse pool of candidates through new platforms and recruiting strategies. We also have ongoing efforts through our Coeur Heroes program, which highlights and engages current and former military members through on-the-job experience and has provided almost 90 career opportunities to current and former U.S. military personnel since inception.
For more information and facts about Our People, visit our Careers page.
Our principles of Protect, Develop and Deliver apply to our most valuable resource – people. Safety is at the foundation of everything we do. We believe in everyone returning home safely every day.
With the goal of health and safety including reducing incidents, our efforts are focused on upstream approaches that control, eliminate or reduce exposure for employees and others. We strive for continuous improvement and collaboration by engaging all levels of the workforce.
Building on the success of our improved safety performance since 2012, during 2020, despite the uncertainties surrounding COVID-19, we continued to execute on key safety and risk management process improvements.
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 2020 Responsibility Report.
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.
Coeur has an industry-leading, proactive approach to the management of COVID-19 that follows the “4 Ts”: Testing, Travel, Technology and Talking. We follow the Centers for Disease Control and Prevention (CDC) and local guidelines, but that is not the limit of our efforts. The implementation of our COVID-19 risk reduction plan was a collaborative effort among our human resources, health and safety, legal, technology and operations teams as well as health care and technology industry partners. COVID-19 created the need for this plan, but we see these efforts as long-term investments into what is now a robust infectious disease preparation program at Coeur.