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Employment //

Why It Matters

We consider our people to be our most precious resource. Therefore it’s essential that we recruit and retain high-quality people who propagate our culture and who reflect our values in the Mexican communities where we conduct our exploration, development and mining activities.

Management Approach

Our goal is to foster a work environment where people are valued and respected, where they take pride in and ownership of the Company and feel inspired to contribute their best.

  • Open-door policy: We are committed to engaging employees by shaping a positive workplace culture. By promoting an “open-door policy”, we seek employee feedback on a range of topics, and address any complaints about our activities through our Internal Grievance Mechanism for employees and contractors.
  • Diversity and inclusion: Diversity, inclusion and equal opportunity are important values to us. We believe a diverse workforce provides a broader range of skills, experiences and ideas to keep our company strong and progressive.
  • Local hiring: We prioritize local hiring and training people from communities near our mining activities. This helps us build our pool of mining talent, strengthen community and employee relationships, and create economic benefits to the surrounding population.
  • Freedom of association: We support freedom of association and have collective bargaining contracts with two union groups: one for our El Cubo mine and the other for Guanacevi and Bolañitos. We have positive relationships with both unions and have been able to negotiate contract renewals through effective collaboration.

Our Performance In 2017

  • As of December 31, 2017, we employed 1,624 people, down slightly from 1,641 the previous year due to a staff reduction at our Guanacevi mine. We also contracted 1,155 people in Mexico, an increase from 878 in 2016. Contractors were primarily involved in new development of the mines and civil engineering works.
  • We believe that a commitment to being an attractive employer contributes to engagement and retention, which is why we’re pleased that turnover decreased by 14%, from 26.8% in 2016 to 23.1% in 2017. Our cumulative absentee rate also dropped to 2.4% from 2.56% in 2016.
  • This past year we fully implemented our new Internal Grievance Mechanism for employees and contractors, and received a total of 88 suggestions and/or complaints across our three producing mines. The top matters raised were related to safety issues at two mines and issues with the transport service for workers (delays, technical failures, limited pick up spots). All of these complaints were addressed with follow-up actions. While we received positive employee feedback about the new grievance mechanism, we realize that more work needs to be done to make employees and contractors feel comfortable using it.
  • In 2017, we maintained our representation of women at 11.1%. Our ratio of women to men remains lower than international averages for mining operations, although this is not unusual in Latin America or for underground mines. The majority of our female employees work in surface operations and administration positions.
  • As of December 2017, 75% of our employees had union representation - same as the previous year.
ES-2017-Report-Graphs_14

2018 Priorities

  • Reduce turnover rate by 15%