Human Rights

As a member of the International Council on Mining & Metals (ICMM) and the United Nations Global Compact (UNGC), we are committed to respecting human rights as set forth in the Universal Declaration of Human Rights, the United Nations Guiding Principles on Business and Human Rights and under international humanitarian law. From employees and contractors to senior management, our workforce is expected to comply with our Human Rights SEMS standard and Human Rights Policy.

Our Human Rights Policy, first released in 2011 and subsequently updated in 2015, reflects the changing social context in which we operate. We acknowledge that strong sustainability performance is intrinsically linked with respect for human rights. Our revised policy defines our daily practices and commitments on human rights. New additions to this policy include clauses on: community consultation; grievance mechanisms; commitment to the Conflict-Free Gold Standard; commitment to respect the rights, interests, perspectives and traditions of Indigenous Peoples and resettlement planning and potential measures in the event of non-compliance. To read the policy, click here.

Human Rights Due Diligence Mechanisms

At Goldcorp, we assess potential human rights issues, take measures to avoid infringing on them and seek constructive dialogue and partnerships with stakeholders who are impacted by our activities. Some examples of our due diligence processes and mechanisms include:

All our Board members, officers, contractors or any third party conducting work or acting on our behalf are expected to behave in a manner that respects human rights and avoids infringing upon them. We take appropriate measures to ensure that everyone working at Goldcorp, or on our behalf, respects our Code of Conduct, Human Rights Policy and Occupational Health and Safety Policy and also abides by our safety protocols, rules and standards.

For employees, non-compliance with these policies may be grounds for disciplinary action up to and including termination of employment. For contractors and third parties, non-compliance may be grounds for contract termination.

We respect the right to a safe and healthy work environment. Consequently, we strive to ensure our workforce complies with our Occupational Health and Safety Policy and associated procedures and guidelines so as to confirm that we are Safe Enough For Our Families. Our commitment to the right to clean water and sanitation is also part of our overall commitment to sustainable mining. Our Environmental and Sustainability Policy stipulates that all of Goldcorp and our subsidiaries are committed to the protection of life, health and the environment for present and future generations. In addition, our SEMS includes standards pertaining to our water stewardship. Our SEMS is intended to be fully integrated into all core business functions throughout our company, and it emphasizes sustainability responsibility and accountability at all organizational levels.

As stipulated by our Human Rights Policy, and by ICMM’s third sustainable development principle, we respect the rights and dignity of employees, contractors, partners, community members and other stakeholders impacted by our business. At the heart of our human rights commitments is the recognition that Goldcorp’s vision of Together, Creating Sustainable Value can only be accomplished when all voices are heard. We are committed to creating a safe and diverse workplace and embedding a human rights culture where all stakeholders, including human rights defenders, are free of harassment and unfair discrimination in their activities.

In 2017, we implemented a Risk Integration Project, which takes into consideration the actual and potential social impacts and human rights impacts our operations may generate. We adopted a multi-disciplinary approach to human rights issues; consequently, our analysis now looks at impacts across departments and subject-matter areas. Occasionally, and where needed, we seek support and advice from external human rights experts.

Human Rights Training and Awareness

Improvements to our overall human rights awareness is coordinated through the corporate CSR team. They received support from the other sustainability functions and the corporate Ethics and Compliance department to deliver consistent messaging throughout our operations. In 2017, our CSR and Ethics and Compliance teams collaborated on the creation of a new online course combining Human Rights and Code of Conduct training. This new course streamlined our internal training to facilitate learning and minimize training fatigue. The two departments worked together to create a course that was more interactive and scenarios based to increase effectiveness. The updated online training course was launched in Q4 2017 with approximately 30% of our workforce completing the training as of December 31, 2017. To ensure we reach our intended audience, the deadline to complete the course is set for Q1 2018. The online course has the objectives of maintaining awareness about our Human Rights and Code of Conduct Policies, recognizing human rights risks and violations and knowing the mechanisms in place to report them. The course was rolled out to our workforce with daily access to computers.

To increase the reach of our training and awareness program, we adapted the online material to be delivered to employees and key contractors who do not have regular access to computers. The training materials will be delivered as part of onboarding and regular training, and we expect to be able to report on percentage of completion in our 2018 report.

Location Number of employees and contractors enrolled in Human Rights and Code of Conduct training Number of employees and contractors completing Human Rights and Code of Conduct training % Course Completion Total hours dedicated to human rights training

Canada Region

1,313

543

41%

91

Corporate Offices

635

129

20%

22

Latin America Region

1,315

293

22%

49

Total

3,263

965

30%

161

In addition, in 2017 we delivered Respecting Rights: Championing Human Rights at Goldcorp, an in-depth participatory workshop for employees whose work offers distinct opportunities to understand our human rights commitments and apply our Human Rights Policy at two sites (Cerro Negro and Marlin). To improve understanding of human rights and increase knowledge of our Human Rights Policy among the management team and key employees overseeing departments that may have exposure to human rights risks, we will continue to promote its successful implementation across all our operations.

After completing the workshop, participants were able to:

  • Explain what human rights mean in the context of our operations;
  • Identify existing human rights risks and potential human rights risks related to our operations;
  • Identify prevention, mitigation and remediation measures for high-risk human rights issues; and
  • Explain reporting mechanisms and course of actions to take when becoming aware of an existing or potential human rights risk or violation.

Security Practices

We understand the important role transparent, relevant and well-researched security practices play in respecting human rights and ensuring safe operations for our workforce and for the local communities where we operate. We are committed to effectively managing and administering our security programs in accordance with industry best practices, local and national legal requirements and company policies. We pride ourselves on our commitment to security practices, our understanding of the importance of being a responsible corporate citizen and our responsibility to be an active participant in the area of security practices. As a result, we are actively involved with national and international organizations who share this commitment to human rights and transparent security practices, such as the United Nations Global Compact, the Voluntary Principles on Security and Human Rights (Voluntary Principles), the World Gold Council and the Mining Association of Canada.

Our security teams conduct regular in-depth risk analyses to determine threats to our workforce within their areas of operation and influence. Our sites are required to develop and regularly review and update security plans in accordance with all applicable laws and regulations, as well as in conformity with our Human Rights Policy and Security Policy. When local conditions require us to deploy armed staff, careful consideration is given to this deployment, and additional safety measures and training are implemented as necessary.

In 2016, we became a signatory to the Voluntary Principles. Established in 2000, the Voluntary Principles are designed to guide companies in maintaining the safety and security of their operations within an operating framework that encourages respect for human rights. As a signatory, we continue to implement the principles across all of our operations, and have aligned our corporate policies and procedures with internationally recognized human rights principles in the provision of security. We actively participate in the Corporate Pillar committee of the Voluntary Principles Initiative and are one of four members of the Corporate Pillar Steering Committee for 2018.

We have designed training programs for security providers at sites based on international best practices. In 2017, 96% of security personnel, which included both Goldcorp Security personnel and contract security personnel, underwent training on the Voluntary Principles. Putting our commitment into practice, we conducted Voluntary Principles awareness training with approximately 279 public security personnel in our areas of operation. Realizing the importance of increasing the number of security personnel with Security and Human Rights training, we offered this training to security personnel both directly and not directly contracted by the company. The majority of the 279 public security personnel who participated in the training were not directly contracted by Goldcorp.

In accordance with the Voluntary Principles, in our high- and medium-risk operations, all security personnel are required to undergo extensive and recurring background checks and receive annual training on the Voluntary Principles, including the requirement to sign a declaration of compliance with our human rights requirements. The security contractors also incorporate general human rights training in their employee orientation. All security staff receive at least one pre-shift briefing per month on the use of force. Company security supervisors provide ongoing training and refresher classes. We do not tolerate non-compliance with our human rights requirements. There are a variety of compliance mechanisms for incident reporting, and we thoroughly investigate all allegations of suspected human rights abuses.

In 2017, Peñasquito, Cerro Negro and Marlin were each assessed by an independent third party, who evaluated their compliance against the Voluntary Principles framework. The results were positive with respect to the levels of implementation of the Voluntary Principles and human rights in general, with each site showing a high level of maturity and demonstrated continuous improvement year over year.

Starting in 2015, we designed a more aggressive and formal implementation plan to ensure continuous compliance with the Voluntary Principles, industry best practices and local and national legal requirements. We began utilizing a Security self-audit program to ensure effective implementation of the Voluntary Principles and sustainability-related management systems. This program includes peer reviews for validation.

Promoting Awareness of the Voluntary Principles with Our External Partners

Our sites provide training on human rights, use of force and the Voluntary Principles to their security personnel and contract security guards. This training is provided through workshops, presentations, videos and role-plays and is documented through attendance sheets or signed certifications. In 2017, several sites also engaged relevant public security partners located within their area of influence in order to build awareness of the Voluntary Principles and their importance. For example, our Security team at Cerro Negro engaged with the Grupo Especial de Operaciones Rurales (a division of the Perito Moreno Police), the Perito Moreno Police and the Gendarmerie in order to review the Voluntary Principles and build awareness of our Code of Conduct, Security and Human Rights policies, as well as our procedures on the use of force. Also, in Peñasquito, we are a key participant in the local Security Council, which is composed of peer companies and public security forces. One objective of this council is to enhance collaboration and share best practices about security management and the respect for human rights. We also share relevant information in order to update our risk assessments. Finally, we promote the Voluntary Principles through outreach and awareness with organizations such as the Canadian Mexican Mining Chamber (Camimex) and the Canadian Chamber of Commerce (CanCham). Our focus remains on prevention, training and awareness and we are committed to working with our external partners to achieve this.

Conflict-Free Gold Standard

The World Gold Council (WGC), the industry’s key marketing body, has recognized that in some places and circumstances, gold may represent a potential source of funding for armed groups involved in civil conflicts. In October 2012, the WGC published the Conflict-Free Gold Standard, which establishes a common approach by which gold producers can assess and provide assurance that their gold has been extracted in a manner that does not cause, support or benefit unlawful armed conflict or contribute to serious human rights abuses or breaches of international humanitarian law. As a member company, we supported the WGC’s efforts in developing the Standard, and implemented it effective January 1, 2013. We produce an annual, independently assured Conflict-Free Gold Report summarizing our conformance to the Standard, which we share on our website.

The Standard requires companies with mines operating in areas considered to be “conflict-affected or high risk” (according to the Heidelberg Conflict Barometer) to evaluate processes and controls and implement additional measures to ensure conformance with the Standard. Although only our Mexican mine is located in an area deemed “conflict-affected or high-risk,” we voluntarily applied the same categorization to our Marlin mine in Guatemala, a decision we based on our internal security assessment.

Our 2017 findings confirmed that all gold and gold-bearing material produced at mining operations where we operate have the appropriate systems and controls in place to conform to the World Gold Council’s Conflict-Free Gold Standard. Conformance with the Standard was subject to independent assurance.

For a copy of our 2017 Conflict-Free Gold Report and more information on the background and structure of the Standard, please visit www.goldcorp.com.

Investment and Procurement Practices

In order to conduct business in an efficient and cost-effective manner, it is essential that we have a steady, stable flow of production inputs to our sites. However, numerous social and environmental risks have the potential to disrupt the flow of goods. In our industry, there is increasing awareness of these risks as well as of the opportunities to leverage dollars and relationships to influence supplier sustainability both upstream and downstream.

At Goldcorp, we are driven to innovate and address situations that may hinder safe production. Increasingly, we are automating our processes to facilitate responsiveness to potential opportunities and mitigate supply shortages.

Our Third Party Due Diligence Standards define the minimum due diligence that employees must fulfill when entering into a relationship with a third party on behalf of Goldcorp. Compliance with the Third Party Due Diligence Standards is required under our Global Supply Chain Policy, our SEMS, our Global Commercial Practices and our Anti-Bribery and Anti-Corruption Policy. Under the Global Supply Chain Policy, human rights, environment, safety and sustainability performance are requirements that must be assessed when selecting a third party.

Of the 118 contracts that were entered into with new suppliers (as reported by our sites), 81% were screened for social impact, and 79% were screened using environmental criteria. No need for corrective actions was identified in the process.

In addition to the assessment of newly contracted suppliers, we perform regular screenings of current contractors and suppliers. In 2017, 1,060 suppliers were subjected to an environmental screening and 330 suppliers to a social assessment. Consequently, seven suppliers were identified as having significant actual or potential negative social impact; five of them agreed to take corrective actions, and the other two engagements were terminated. There were no actual or potential environmental impacts identified.

Our approach to risk management and impact assessment also includes reviews of significant investments against numerous criteria, including human rights risks. In this report, we define “significant investments” as those that either moved the organization into a position of ownership of another entity or initiated a capital investment project that was financially material. There were 50 such investments and contracts reported at our sites in 2017. Of those agreements, 50 had human rights clauses, and 11 were screened for human rights compliance.

Land Rights and Resettlement

To conduct our mining activities, we are occasionally required to acquire land and/or resettle individuals or communities. Land acquisition and resettlement is a complex and life-changing issue for the communities affected. It is never our first resort when other options are available. The timing and location of resettlement is negotiated with the affected households and every reasonable effort is made to ensure that the integrity of the community is maintained. In 2017, no resettlement occurred at any of our operations.

Community Response Mechanisms

We are committed to establishing Community Response Mechanisms, also known as grievance mechanisms, based on international best practices. Our Community Response mechanisms aim to collect all types of feedback ranging from grievances to positive comments or suggestions. We acknowledge our responsibility and commit to respecting all human rights. In line with the UN Guiding Principles for Business and Human Rights, we have implemented grievance and incident reporting procedures. Grievances may come from both internal and external stakeholders, such as employees, contractors, local community members, civil society and government.

At Goldcorp, we have two formal company-wide channels for receiving complaints and grievances, as well as other informal channels, which are implemented on a site-by-site basis.1

Our Community Response Mechanisms and Ethics reporting channels are accessible, inclusive, and available to internal and external stakeholders. Both channels respond to the local context and needs of our stakeholders and workforce.

Community Response Mechanisms

Principles of effective rights-based grievance mechanisms as adopted from the United Nations Guiding Principles for Business and Human Rights:

  • Proportionality: The mechanism must be scaled to the level and severity of the risk.
  • Legitimacy: The process must be perceived to be legitimate by local stakeholders.
  • Cultural Appropriateness: The mechanism must take into account the way local people express their concerns and how they normally resolve their disputes.
  • Accessibility: The process must be simple, convenient, easy to use and accessible to all.
  • Transparency and Accountability: Information must be provided ahead of time as to the exact process, requirements and timeline. Agreements must be fulfilled, and commitments must be respected.
  • Fairness and Participation: Complainants must be treated with respect, encouraged to fully participate in the process and offered fair compensation whenever appropriate.
  • Safety: The mechanism must explicitly guarantee there will be no retribution of any kind against the complainant.

Respect for all of our stakeholders is foundational to how we do business. It is also part of our Human Rights Policy and applies to all employees, contractors and third parties doing work either for us or, on our behalf. We will not tolerate any form of retaliation against a party who, in good faith, reports a Code of Conduct violation or uses any of our complaints and grievances channels. We ensure there is no retaliation by creating awareness of, and providing training on, our Code of Conduct and Human Rights policies, and by taking the necessary actions when either of these policies is violated.

Ethics from the Ground Up Channels Community Response Mechanisms

Purpose

Receive complaints, questions and concerns related to the implementation of our Code of Conduct

Provide an easily accessible site-level process for community stakeholders to provide feedback to us

Key policies

Code of Conduct, Anti-Corruption and Anti-Bribery Policy

SEMS, Corporate Social Responsibility Policy, Goldcorp Grievance Mechanism Framework

Communication channels

Toll-free telephone hotline, email and mailing address

Varies by site. Examples include: a dedicated website, community drop boxes, site or community offices, telephone lines, email addresses and text message systems

Primary users

Employees and contractors

Local communities and external stakeholders

Complaints and grievances process

Initial complaint is received (in confidence, if through our ethics and compliance hotline) from an external third party, and the cases are investigated and resolved by the corporate Ethics Committee with local site support as necessary

Complaints are received and documented at each operation. Classification and investigations vary based on severity. Operations engage with stakeholders to resolve and close out grievances. Corporate support is provided when needed to investigate and/or respond to grievances.

Type of complaints reported

Issues related to theft, fraud, discrimination, harassment, employee relations, labour, health and safety and human rights

Issues related to environmental performance, physical disturbances, land access, compensation, job opportunities and contractor management

In 2017, our Ethics from the Ground Up channels2 received 40 complaints and/or inquiries regarding alleged discrimination, harassment and other issues that could relate to human rights, compared to 46 complaints in the previous year. All reports were investigated, and 37 were resolved or closed during 2017. For the remaining three, the resolution process was ongoing at the end of the reporting period.

Ethics Complaints and/or Inquiries Received Received in 2017 Investigated in 2017 Received in 2017 and Resolved or Closed in 2017 Received in Previous year(s) and were resolved/closed during 2017

Discrimination

3

3

3

Harassment / Disrespectful Work Environment

21

21

20

11

Health & Safety

11

11

9

Sexual Advances/Harassment

5

5

5

Total

40

40

37

11

Our Community Response mechanisms are intended to meet the needs of local communities and external stakeholders. Each Community Response mechanism at our operating sites is tailored to the local context, but they are all designed to comply with the Goldcorp Grievance Mechanism Framework.

In 2017, our sites received and responded to a total of 350 complaints, of which 272 were closed at the time of writing of this report, and the remaining 78 were in various stages of investigation and resolution. As part of our grievance reporting, we conduct a categorization process of grievances against related SEMS standards. In some cases, more than one standard is applied to a given complaint, as those cases may have impacts or aspects related to more than one category. In 2017, we revised and enhanced our process for assessing the severity of grievances based on impact. We introduced a process to assess severity of impact based on gravity, extent and vulnerability. This revision has helped remove subjectivity from the assessment process and has led to greater consistency in the evaluation, investigation and resolution process.

While implementing a new severity process, we recognized the opportunity to also provide sites a tool to assess the effectiveness of their community response mechanism. We developed an internal tool that is aligned with the UN Guiding Principles on Human Rights, our internal SEMS standards and several of our external commitments including our commitment to the International Council on Mining & Metals (ICMM) and the Mining Association of Canada (MAC). Intended to be used by our site-based Corporate Social Responsibility (CSR) teams, this tool identifies gaps in how our site’s grievance mechanism is functioning related to aspects of design, promotion, analysis and reporting. Our Éléonore site piloted this new tool in 2017, and moving forward we aim to have several other sites evaluate their grievance mechanism effectiveness. See our case study, Community Response Systems in Practice: Assessing the Effectiveness of Our New Community Response System Assessment.

Category of real/perceived impact Number3 Examples of grievances received
Grievances related to real/perceived Economic Impacts 48 Local business development
Employment and labour issues
Grievances related to real/perceived Environmental Impacts 200 Dust concerns
Impact on water availability or quality
Noise complaints
Vibrations
Waste and debris
Grievances Related to real/perceived Health, Safety and Security Impacts 4 Community safety respecting site installations
Community blockades
Grievances related to real/perceived Human Rights Impacts 1 Lack of consultation
Grievances related to real/perceived Social Impacts 53 Impacts to infrastructure
Lack of communication about activities
Contractor attitudes and behaviours
Delays on meeting commitments such as community investments
Grievances related to real/perceived “Other” impacts (i.e., property damage, equipment, media and legal) 22 Damage of property, crops and livestock
Total 328

In 2017, there were no significant4 disputes related to land use or customary rights of local or Indigenous Peoples. Reporting on these events related to Indigenous rights is a process that requires a great deal of context, and we are taking care to learn how to better navigate through these instances. For example, in Q1 2017, we submitted a project proposal for the Coffee Project to the Yukon Environmental and Socio-economic Assessment Board (YESAB). Following the submission, YESAB advised us that they were interrupting the assessment process because we had not adequately consulted with the Tr’ondëk Hwëch’in, Selkirk First Nation and the First Nation of Na-Cho Nyäk Dun. After the discontinuation, the Coffee team implemented additional engagement and consultation activities with local communities and First Nations and resubmitted a project proposal to YESAB in Q4 2017. The results of the YESAB assessment were not publicly available at the time of the creation of this report.