UN SDG 8: Decent Work and Economic Growth

Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all

The most important contribution we can make to promote social economic growth in the regions where we operate is to create high-quality employment opportunities at our global mining operations. In 2017, we paid approximately US$382 million in wages and benefits within our operating communities.

Agnico Eagle is committed to maximizing local employment with a goal of hiring 100% of our workforce, including our management teams, directly from the local region in which each of our operations is located.

Proportion of employees hired from the local community at locations of significant operations LaRonde Goldex Lapa Kittila Pinos Altos La lndia Meadowbank Meliadine
Proportion of Workforce Hired from Local Region 100% 98% 100% 91% 76% 46% 37% 11%
Proportion of Management Team Hired from Local Region 100% 100% 100% 73% 12% 100% 0% 0%

Working for a Sustainable Future:

Carving a new career path in Nunavut: Agnico Eagle’s human resource professionals are working hard to ensure Inuit from our northern communities have the opportunities they need to join our growing workforce and to advance their career. They have developed four paths toward upward mobility for Inuit candidates and current employees – the Nunavut Labour Pool, our Career Paths program, various Trainee programs, and our Pre-Trade and Apprenticeship programs.

Nunavut Labour Pool: The goal of this program is to pre-qualify Kivalliq candidates, offering pre-employment development opportunities to Inuit from all Kivalliq communities. Participants attend five day Work Readiness and Site Readiness training programs, as well as complete mandatory training by e-learning. We host quarterly employment information sessions in each community to ensure everyone in Kivalliq is aware of job opportunities in the Nunavut Labour Pool. 

Career Paths Program: This program supports internal promotions for all employees and ensures that internal candidates have priority over external candidates when filling a position that is part of a specific path. The program is designed to provide the opportunity to Inuit employees who have limited formal skills or education to gain upward mobility/progress in their career. The program identifies the incremental steps that an employee is required to accomplish to advance in their chosen career of interest – a combination of work experiences, hours of completion, training, and skills development for an employee to achieve each step.

Trainee Programs: We offer three trainee programs to encourage and support upward career paths for our employees – a process plant program, underground program and haul truck program.

Pre-trade and Apprenticeship Programs: We collaborate with the Kivalliq Training Society and Nunavut Arctic College to support pre-trades programs. Our Apprenticeship program combines on-the-job learning and in-school technical training. By the end of the four year program, most apprentices are able to obtain their Certificate of Qualification (COQ). This certification allows the employee to reach the highest position available in their selected Career Path and grants them interprovincial recognition in their trade. Apprentices are currently able to register in one of the following trades: cook, carpenter, millwright, electrician, heavy duty equipment technician, welder and plumber.