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Goldcorp strives to foster an open and inclusive workplace environment and strongly supports the principle that all individuals should have an equal opportunity to participate in our Company and achieve their full potential.
In compliance with our Code of Conduct, directors, officers and employees will:
- Always treat each other and all members of the outside community with respect and courtesy.
- Always keep our workplace free from all forms of harassment, meaning unwelcome behaviour that a reasonable person would consider to be degrading, humiliating, discriminatory, or intimidating.
- Never permit factors like race, religion, colour, sex, sexual orientation, age, nationality or ethnicity to determine decisions about hiring, employment promotions, pay rates, transfers, layoffs or terminations (or condone decisions by others determined by such factors).
- Never permit physical disabilities to determine work-related decisions, unless the disability prevents a person from safely doing a job and the disability cannot reasonably be accommodated.
In our employment policies, we abide by human rights legislation in the jurisdictions in which we operate.
Diversity within Governance Bodies
The key governance bodies within Goldcorp are the Board of Directors and the Board committees. The composition and gender breakdown of the Board and its committees is shown in the table below.
The table also shows the gender breakdown of senior management (officers of the Company as identified in the 2011 Annual Information Form).
|Board of Directors||9||1|
|Governance and Nominating Committee||4||0|
|Sustainability, Environment, Health and Safety Committee||3||1|
Diversity within the Employee Workforce
Goldcorp does not collect statistics on the ethnic composition of its employee workforce. However, in areas where there are significant Indigenous populations (e.g., First Nations communities in Canada, or Mam and Sipacapense-speaking communities in Guatemala), we have implemented programs to encourage the employment of members of these groups.
The percentage by gender and age group for our site-based employees is shown in the accompanying tables.
Employees by Gender
The percentage of female and male employees in the workforce remained the same from 2010 to 2011.
Employees by Age Group
The employee breakdown by age group was also the same in 2010 and 2011.
|Under 30 years||31%||31%|
|30 to 50 years||51%||51%|
|Over 50 years||18%||18%|
We believe in the concept of equal pay for equal work. We do not discriminate in our wages on the basis of gender. However, as we compete for labour in a range of different markets, there may be gender biases in different labour categories. We have collected gender-based salary data on two categories of employees – unskilled workers and graduates.
There is commonly a gender bias in worker categories. Outdoor manual labour may have a higher hourly rate of pay than kitchen work, and there may be a bias of males in the former category, and a bias of females in the latter category. Where this is so, there may be a perceived gender bias in salary; however, this reflects a gender bias in the work categories rather than in the rates of pay.
Our operations range from a ratio of 1.0 (equal pay for unskilled males and females) to a ratio of 1.4 (male to female rates).
There is often a gender bias in the professions that are commonly related to mining. There are typically more male than female graduates in engineering and geology, but this ratio may be more equal in accounting, and there is an increasing female bias in environmental science. We are committed to equal pay on the basis of gender, and we choose our graduates on the basis of merit. However, the market will dictate the salary levels for graduates, and they may be higher for engineers than for industrial hygienists. If a higher percentage of female industrial hygienist graduates are hired, the pay ratio may be affected.
Our operations range from a ratio of 1.0 (equal pay for male and female graduates) to a ratio of 1.4 (higher pay for male graduates).
Goldcorp strongly supports the principle of non-discrimination. All Goldcorp employees are responsible for ensuring that the workplace is free from all forms of discrimination, harassment and retaliation prohibited by the Company’s Code of Conduct. Violations of the Code are subject to disciplinary action, up to and including termination of employment.
There was one incident of discrimination reported in 2011. On investigation it was determined that discrimination had not occurred; however, a number of management practices had been deficient. These have been addressed.