Diversity and Inclusion

We strive to foster an open and inclusive workplace environment and strongly support 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 and our Diversity Policy, everyone at Goldcorp must:

  1. Always treat each other and all members of the outside community with respect and courtesy.
  2. 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.
  3. Never permit factors like race, religion, colour, gender, 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).
  4. Never permit physical disabilities to determine work-related decisions, unless the disability prevents a person from safely doing a job and the disability cannot be reasonably accommodated.

Diversity Initiatives

To ensure gender diversity throughout our organization, we promote Creating Choices, our acclaimed, enterprise-wide training, development and mentorship initiative for women at Goldcorp. Creating Choices strengthens the ability of our female employees to understand opportunities for personal and professional growth, develop their self-confidence and courage, build strong partnerships with fellow employees and communities where we operate, gain access to mentoring, and receive recognition for their contributions to Goldcorp.

In 2016, the second phase of the program, Growing Choices, was delivered across the organization. Growing Choices gives women insight into unwritten rules that govern corporate culture, such as creating a personal brand, work-life balance, career planning and building effective relationships. In 2016, work also began on the third instalment of the program, Future Choices, aimed at providing women with the tools they need to lead and succeed long after mine closure.

Supported by our executive management and the Board, Creating Choices represents our commitment to diversity and inclusion. To date, over 1,700 women have graduated from the program (1,300 graduates of Creating Choices and 450 graduates of Growing Choices).

We actively promote greater gender diversity in the global mining industry, as illustrated by the success of Creating Choices and the growing proportion of women on our Board of Directors. We also support the Women’s Empowerment Principles,1 are proud sponsors of Rugby Canada’s National Senior Women’s 15s and 7s teams, and are active members of the Canadian Centre for Diversity and Inclusion and the Minerva Foundation, which operates in British Columbia, Canada. In 2017, we will remain actively committed to pursuing and developing ongoing diversity initiatives at Goldcorp.

Diversity in the Workforce

Our Diversity Policy, which was published in 2014, promotes the benefits of, and need for, extending opportunities for career advancement to all internal and external candidates, without distinction as to gender, ethnicity or on any other basis.

Diversity is led by our Vice President, Diversity, Regulatory Affairs and Corporate Secretary, Anna Tudela, who in 2016 was awarded as a Catalyst Canada Honours Champion for her work promoting diversity and inclusion in the mining sector. In 2016, she continued work with our Diversity Committee to raise awareness of diversity and inclusion across the organization and focus company efforts to enhance our inclusive workplace culture.

In 2016, the entire senior management team in both Canada and Latin America, including Mine General Managers, participated in Unconscious Bias training. This training raised awareness and deepened understanding of unconscious and conscious bias in the workplace, and provided strategies for disrupting and overcoming bias.

In September 2016, we engaged a third-party services provider to survey a group of over 3,000 full time employees, representing all our sites and offices, on diversity and inclusion. The survey gathered voluntary and anonymous data on demographic indicators and employee sentiment to provide management with a snapshot of the current state of diversity and inclusion in the company. The survey was well received and had a high response rate of over 70%. The survey respondents self-identify with over 80 different nationalities and speak approximately 20 different languages, and 83% feel included and accepted as their true selves at work. The survey results and feedback will inform the growth of our diversity strategy in 2017.

We track certain diversity indicators among employees and contractors. One of those diversity indicators is gender, which is outlined below.

Employees by Gender

Region Total workforce % of female employees and contractors % of male employees and contractors

Canada, Europe and US

4,233

10%

90%

Latin America

11,029

8%

92%

Total

15,262

9%

91%

Employee Gender Breakdown by Role2

Male Female
BREAKDOWN (%) 2016 2015 2014 2016 2015 2014

Board of Directors

67%

73%

80%

33%

27%

20%

Officers

80%

74%

77%

20%

26%

23%

Management3

66%

85%

81%

34%

15%

19%

Total workforce4

91%

91%

89%

9%

9%

11%

Diversity within Our Governance

We believe that diversity provides a depth of perspective and enhances overall operations. In 2016, 33% of our directors were women and 20% of our officers were women. In addition, our directors and officers represent nine different nationalities, speak six different languages between them and self-identify with more than 20 distinct cultures and ethnicities.

Board and Senior Management as of December 31, 2016 Male Female
Board of Directors 6 3
Audit Committee 1 2
Compensation Committee 3 1
Governance and Nominating Committee 2 2
Sustainability, Environment, Health and Safety Committee 2 2
Senior management (officers) 19 5

We support increased representation of women on Canadian boards, as shown through our support of the Catalyst Accord,5 as a member of the 30% Club Canada and through our support of the Canadian Board Diversity Council’s Diversity 50 initiative. As a signatory to the Catalyst Accord, we committed to increase the overall percentage of women on the Board to 25% by 2017. As a member of the 30% Club Canada, we support the goal of 30% of board seats to be held by women by 2019. With 33% representation of women on our Board in 2016, we are proud to have surpassed the targets set. In 2016, we were honoured to receive the Governance Professionals of Canada Award for Best Practices to Enhance Boardroom Diversity, in recognition of our efforts.

Gender-Based Salary Ratios

We believe in equal pay for equal work and do not discriminate our compensation on the basis of gender. Our gender-based compensation data comes from operating sites in two categories: unskilled and skilled workers.

Gender bias is common in employee categories: outdoor manual labourers (the majority of whom are male) may be paid a higher hourly rate than kitchen workers (the majority of whom are female). This may result in a perceived gender bias in pay, which is actually a gender bias in the respective work categories. Therefore, as we compete for labour in many competitive markets, gender biases in some categories may arise.

Our operations range from a ratio of 1.0 (equal pay for unskilled males and females) to a ratio of 1.3 (male to female pay ratio). The overall average ratio is 1.1 male to female starting salary for unskilled workers.

For skilled categories of employment, there is also often a gender bias in mining-related professions. We choose our skilled workers on the basis of merit. The market dictates the salary levels for skilled workers based on education and experience.

Region Unskilled labour (Male:Female) Skilled labour (Male:Female)

Canada and US

1.1

1.1

Latin America

1.0

1.1

Total

1.0

1.1

We are committed to increasing diversity within the mining sector and support programs with post-secondary institutions to encourage leadership development for women in technical fields (e.g., University of British Columbia’s Goldcorp Professorship for Women in Engineering and Carleton University’s Advancing Leadership for Women Program for women currently working in mining and other technical fields).

Employees by Age Group

The age group breakdown remained similar to 2015 and 2014. Data is for our operating sites only and does not include projects, joint ventures, corporate or off-site office employees, as the disaggregated data was not available. The age group breakdown for our Board of Directors can be found in our Management Information Circular.

Age group 2016 2015 2014 2013

Under 30 years

25%

27%

27%

29%

30 to 50 years

59%

57%

54%

52%

Over 50 years

16%

16%

19%

19%