Management Approach

Macro-Trends

The industry-wide shortage of experienced and skilled talent is expected to continue. While the current market volatility and resulting project slowdowns have reduced pressure, we expect talent attraction and retention to be an ongoing challenge for several reasons, including local demographics in mining regions and the aging workforce in Canada and other countries.

Why Is This Important to Our Stakeholders?

Our stakeholders expect us to attract, develop and retain talented people who generate sustainable value. Stakeholders also expect us to operate responsibly in accordance with high ethical and legal standards. The strength of our people enables us to attain these standards and expectations. It is important that we create the right work environment, which includes providing opportunities for career development, recognizing performance that supports our core values, demonstrating support for diversity and inclusion, and promoting equal opportunities.

Why Is This Important to Us?

At Goldcorp, people are our most important asset. We want to offer our employees unmatched opportunities to build rewarding careers in a dynamic company. It is important that we support our people in their personal and career development. We aim to provide resources, time and knowledge, because when they succeed, we all succeed.

Our Strategy

Our strategy is to invest in the attraction, retention, development and safety of a diverse and talented workforce aligned with our values of open communication, innovation, empowering others, safety, respecting all our stakeholders and acting ethically. Our multifaceted people strategy aims to achieve world-class performance through accountability and empowerment of our people by delivering proactive targeted talent solutions. We offer our people access to programs that will deliver an experience that drives them to reach their potential and create sustainable value for the organization.

Organizational Responsibility

Our human resources function is headed by the Vice President, People, who reports to the Executive Vice President, General Counsel. We have local resources for this function in each country where we operate and at every mine site. The Human Resources and Compensation Committee of the Board of Directors assists the Board in fulfilling its responsibilities relating to human resources matters and executive compensation, and in establishing a succession plan for executive officers (see Executive Compensation for more information).