OUR STRATEGY & APPROACH
We have a workforce with a wide array of backgrounds, cultures, and experiences, and we foster a respectful work culture, recognizing that our diversity can become one of our greatest assets.
Operation-level inclusion and diversity sub-committees develop and implement inclusion programs that address context-specific perceived barriers to hiring and retaining diverse talent, enabling us to foster greater inclusion and diversity across our operations.
Plans, Programs & Initiatives
- The Building Respect Together program fosters a respectful, safe and inclusive workplace culture.
- Training and education programs, and scholarships help grow the talent pool of women in mining-related careers.
- Fair compensation across our operations – salaries are set based on objective criteria, not gender. Salary bands are externally benchmarked on a regular basis.
2024 Goals
- Hire women for at least 15% of all approved and budgeted vacant positions plus all new eligible positions.
- Retain 85% women employees within the PAAS Workforce from January 1, 2024 (excluding involuntary terminations).
Pregnancy and Parental Leave at Timmins
We identified maternity and paternity benefits as a way of achieving our talent attraction and retention objective, in addition to being aligned with our inclusion and diversity objectives.
2023 Sustainability Report
Our 2023 Sustainability Report was prepared in accordance with Global Reporting Initiative (GRI) Standards and the Sustainability Accounting Standards Board (SASB) Standard. It also contains information in consideration of the Task Force on Climate Related Financial Disclosures (TCFD) reporting framework.
- 2023 Reporting Index May 23, 2024
- 2023 Sustainability Performance Data Book May 23, 2024