OUR PEOPLE

Human Resources | Occupational Health and Safety | Our Communities

 

OUR COMMITMENT TO OUR PEOPLE

Our goal is to sustain a culture that pays special attention to the health and safety of our people, the environmental impacts of our activities, and builds positive relationships with our stakeholders.

At Fortuna, our stakeholders include diverse groups of employees, contractors, community residents, suppliers, and visitors. We respect the different needs of each group and the diversity within them. 

We define diversity as any dimension that can be used to differentiate groups and people from one another. Diversity means respect for and appreciation of differences in gender, age, ethnic origin, religion, education, sexual orientation, political belief, or disability. At Fortuna, we respect and value the perspectives, experiences, cultures, and essential differences that our Board, management, and employees possess.

Our commitment to Our People is guided by several important documents:

Code of Business Conduct and Ethics and Whistle-Blower Policy

Our Code of Business Conduct and Ethics and Whistle-Blower Policy, promotes integrity, honesty, and ethical business conduct. It applies to all directors, officers, employees and consultants of Fortuna and our subsidiaries.

Human Rights Policy

Our Human Rights Policy affirms our commitment to respecting the human rights of all individuals impacted by our operations, including employees, contractors, the communities in which we operate and other external stakeholders. We expect our suppliers and business partners to share this commitment and to implement policies and procedures that support respect for human rights.

Diversity Policy

Our Diversity Policy guides how we will strive to increase diversity throughout the company, and applies to executive and non-executive directors, and full-time, part-time and casual management, employees, contractors, consultants and advisors of Fortuna.

HUMAN RESOURCES 

We consider our employees to be our most valuable asset and, for this reason, we go to great lengths to attract and maintain highly skilled and trained employees to achieve our goals as a company.

At Fortuna, we work within the framework of the applicable labour laws of the countries where we operate. Our employees drive our operational performance and represent the key to Fortuna’s success. We work to provide them with job positions that offer competitive wages and professional development opportunities and are committed to building a diverse organization in an environment with equal opportunities and respect for human rights.

The department of Human and Organizational Development takes the lead on attracting, training, and developing new talent and implementing organizational practices that motivate and retain talent.

Talent Management

We are committed to using responsible practices to attract, train and develop talent. Our processes are based on objective criteria: technical knowledge, experience in the role, development potential, and interpersonal and intrapersonal skills, among others.

In 2020, we are implementing a new competency-based talent management model based on a global competency framework that readily adapts to any talent management model and focuses on the skills and abilities needed for success.

This new framework will change the way we identify, attract, measure, develop and retain talent at Fortuna and optimize compensation management, development, and training plans.

Talent Retention

We seek to retain our employees by offering competitive salaries based on statistical data for the mining industry and for the countries where we operate. We provide flexibility, benefits, and additional supports where appropriate, and regularly conduct surveys, audits, and inspections to ensure that our employees and contractors are both satisfied and meeting obligations. 

At Fortuna, we use an e-learning platform available to all employees for training. We use this platform to develop, deploy, and deliver regulatory, technical, and management training courses.

Employee job stability is a priority for Fortuna. For this reason, 95 percent of our employees have indefinite term contracts.

Women at Fortuna

At Fortuna, we recognize the value of having a diverse and inclusive workforce. One of the most significant workforce challenges facing the mining sector globally is the lack of representation of women. 

To address this, we are making company-wide changes to talent management and retention in 2020, and will:

  • Migrate to a competency-based assessment that will apply to all our employees
  • Prepare a new compensation and benefits policy and training policy
  • Implement a quota system to meet the goal of increasing women in the workforce, including in managerial and supervisory positions

At the end of December 2019, we employed 144 women in a total workforce of 837 employees, which represents 17 percent of our workforce.

OCCUPATIONAL HEALTH & SAFETY MANAGEMENT

At Fortuna, Occupational Health & Safety (OHS) is one of our core values and a pillar in our approach to sustainability.

We are committed to protecting the health and safety of our employees, contractors, and suppliers by maintaining safe and healthy work environments throughout our operations and projects. 

We do not tolerate unsafe actions or conditions.

Our goal is to achieve zero fatalities and to continuously improve our Occupational Health & Safety (OHS) programs and performance. We are guided by our Health and Safety Policy.

In turn, our OHS Policy is aligned with the ISO 45001: 2018 standard. This international standard specifies requirements for our OHS management system and gives guidance for its use. It enables organizations like ours to provide safe and healthy workplaces by preventing work-related injury and illness, and proactively improving our OHS performance.

In 2019, Caylloma’s OHS management system was re-certified in ISO 45001: 2018. At San Jose, we have aligned our OHS management system with the same standard and hope to become certified in 2020. Once Lindero begins commercial production, the operation will seek certification in the ISO 45001:2018 standard too.

Also, in 2020, we will begin implementing cross-operation audits to ensure compliance with our management and operational standards. 

Occupational Health & Safety Policy

Our OHS Policy applies to all employees of Fortuna and its subsidiaries, our contractors, and every visitor to our operations and exploration sites. Each of our operating subsidiaries is required to have an OHS policy appropriate to the nature and scale of activities, which meet or exceed the occupational health and safety legislation and regulations of the jurisdictions in which it operates, and incorporates the values and obligations set out in the OHS Policy.

Occupational Health & Safety Performance

We measure our success by tracking several parameters related to OHS performance, including fatalities, lost time injury frequency rate (LTIFR), total recordable injury frequency rate (TRIFR), severity rate (SR), and occurrence of work-related illnesses. We track these separately for our employees and contractors.

For more information on our OHS performance, refer to our latest Sustainability Report.

Occupational Health & Safety in the Supply Chain

Our suppliers, particularly our contractors, are essential to our business. They work closely with our employees and we ask that they perform their work tasks under the same standards of health, safety, and respect for the environment. 

Sourcing, handling and transporting hazardous materials, including explosives, chemicals, chemical reagents, and cyanide, is an area of our supply chain that requires safe and controlled handling. We only work with companies that align themselves with our high safety standards and are committed to our OHS policies. We look for contractors who share our philosophy.

At Fortuna, we have a corporate crisis plan and emergency response plans for different situations or contingencies at our sites that are based on prevention, preparedness, response and recovery. 

Refer to our latest sustainability report for more information about our emergency preparedness and response.

OUR COMMUNITIES

At Fortuna, we are committed to creating shared value while respecting the human rights of the people in the communities and countries where we operate.

Our communities are important and a pillar of our approach to sustainability. We value and respect cultural diversity and work as a strategic partner to enable the sustainable development of our neighbouring communities.

Open channels of communication ensure that we maintain an ongoing dialogue with communities and invest in local development programs that satisfy their needs. Our social investments allow local communities to access the benefits from our mining business activities.

In 2019, we invested US$2.8 million in community development that went toward local infrastructure and the promotion of education, health, and local entrepreneurship.

Beyond dollars, we measure our commitment to communities by tracking and measuring our Social Performance. Our primary goals are to contribute to local economic development through priority-based local employment and procurement. We give priority to hiring employees and suppliers from local communities.

We measure our success against these goals by tracking the percentage of employees, contractors, and suppliers from our direct and indirect areas of influence.

Our Social Approach

In 2019, we reviewed and assessed our social performance at a corporate and subsidiary level and established a new social approach that involves five core areas:

Communication, Local Development, and Social Investment

At each of our operations, we maintain open and ongoing channels of communication with the people in the communities within our direct and indirect areas of influence. 

In 2019, we standardized our definitions for the direct area of influence (DAI) and indirect areas of influence (IAI) near our operations to better support local development programs. This ensures we can accurately measure the indicators for local development. We also established mechanisms at each operation for addressing any complaints or grievances that our communities have. 

We invest in communities by creating beneficial and viable local development programs that strengthen employment capacity in the community and provide local suppliers with business opportunities.

At each of our operations, we develop a site-specific Community Relations Plan that includes social programs and budgets for social investment which are reviewed and approved annually by our Board. 

Caylloma Community, Arequipa, Peru

At Caylloma, we maintain a steady flow of communication with the Municipality of Caylloma, Subprefecture of the District of Caylloma, and other local and regional ities to understand their issues and promote social development. We participate in relevant round table meetings on various social affairs.

At our Caylloma Mine, we directly employed 64 community members from the district of Caylloma in 2019 and 211 from the province of Arequipa. We also partnered with 18 local suppliers from the district of Caylloma and 56 from the province of Arequipa.

Learn more about our Caylloma Mine.

San Jose Community, Oaxaca, Mexico

At San Jose, we work to strengthen our relationship with the communities through cooperation. With the municipal ity, we conduct participatory meetings to assess the community needs and to improve the municipal agreements we sign each year.

In 2019, we directly employed 203 community members from the municipality of San Jose del Progreso and 333 from the state of Oaxaca at our San Jose Mine. We also partnered with 94 local suppliers from the municipality of San Jose del Progreso and 223 from the state of Oaxaca.

Learn more about our San Jose Mine.

Lindero Community, Salta, Argentina

In 2018, we developed a community relations plan based on continuous engagement with the local community and people in our indirect areas of influence. We signed a Local Development Agreement with the Tolar Grande Municipality, and an Economic, Social, and Cultural Support Agreement with the Kolla Community of Tolar Grande.

At the Lindero Project, we directly employed 47 community members from the municipality of Tolar Grande and 266 from the province of Salta in 2019. We also partnered with seven local suppliers from the municipality of Tolar Grande and 163 from the province of Salta. 

Learn more about the progress at our Lindero Project.

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