Guided by our Code of Conduct and Workplace Violence, Harassment and Discrimination Policy, we promote a respectful workplace culture and strive to build a diverse workforce that reflects the communities where we operate. Details on how we approach workforce management are available on our website.
In 2025, we updated our Workplace Violence, Harassment and Discrimination Policy, Fit for Duty Policy, Bereavement Policy, and our Vacation Policy. In Ontario, we began this work in preparation for the upcoming Pay Transparency Act, which came in effect January 2026.
Throughout the year, we continued to implement our Human Resources Strategy, which was last updated in 2024. For example, we launched a new intranet (WesNet), providing a centralized communication platform for employees and a repository for information such as our policies.
Annual Performance Summary
The number of employees and contractors employed by Wesdome increased from 1,016 in 2024 to 1,213 in 2025. The number of full-time employees increased from 611 in 2024 to 735 by December 31, 2025, primarily reflecting an increase in full-time employees at Kiena (which jumped from 230 in 2024 to 307 in 2025). We employed a total of 478 contractors, accounting for 39% of our workforce.
We track turnover metrics monthly. These metrics are reported internally at Eagle River and Kiena, and to our corporate office. Further details are available in our ESG Data Book.
Workforce Metrics & Diversity †
Eagle River
Total employees
385
Eagle management positions held by women
16.7%
Local employees
66.5%
Kiena
Total employees
307
Kiena management positions held by women
28.6%
Local employees
92.2%
† Information as of December 31, 2025
Engagement and Labour Rights
We comply with all applicable labour laws and respect our employees’ freedom of association and collective representation.1 None of our employees were unionized as of December 31, 2025.
In order to identify topics that our employees care about and to track the effectiveness of our workforce management practices, we conduct annual Employee Engagement Surveys, alternating each year between a full engagement survey and a shorter pulse check. In 2025, we conducted a full engagement survey, with 77% of our employees participating. The analysis of results, and the development of action plans in response to those results, is currently underway.
Employees can raise concerns and/or grievances anonymously via our Whistleblower hotline or through other avenues, including by meeting privately with site human resource (HR) team members. Employees can also raise concerns through site-based committees. Eagle River’s Joint Health and Safety Committee has an HR team member who can receive concerns. At Kiena, the Employee-Employer Committee, which includes two representatives from each site department as well as HR representatives, is designed to receive and review employee feedback and concerns. We received three complaints related to workforce management in 2025 via our Whistleblower hotline, and all three were thoroughly investigated and resolved.
1 In 2025, we did not experience any strikes or lockouts.
Compensation and Benefits
Our market-aligned compensation program is multi-layered and consists of a base salary, benefits, Registered Retirement Savings Plans, and bonuses. In 2025, we completed a pay equity project, which was initiated to ensure that all non-executive roles, both at corporate and at the sites, are fairly compensated, internally consistent, and competitive with the market. As part of the project, we adopted a gender-neutral job evaluation methodology that assesses roles based on responsibilities, scope, impact, and required competencies. Roles with similar responsibilities, scope, and impact were grouped into job bands, each with a defined salary range based on market data and internal equity. Individual salaries were then reviewed against these ranges, and adjustments were made where gaps were identified. As part of this process we reviewed the business case for creating an Employee Share Purchase Plan, and developed an implementation plan for 2026. We also expanded benefits we provide to our employees by broadening orthodontic coverage, introducing critical illness coverage, enhancing employee Health Spending Accounts (HSAs), and introducing Short-Term Disability coverage across our operations.
Talent and Performance Management
Full-time employees at Wesdome receive annual performance reviews at year-end. These reviews consider employee achievements and contributions with reference to metrics and competencies that are agreed to in writing between an employee and their manager during the first quarter of each year. We also establish development goals for employees and identify areas for career development and training opportunities that consider employees’ talents and career aspirations.
We operate in regions where attracting, developing, and retaining a skilled workforce can be challenging and as such, we continuously work to improve our recruitment and retention efforts. Our recruitment and retention practices combine an emphasis on compensation and benefits, and on fostering a respectful workplace culture where our employees feel valued. During the year, the HR team and the Health and Safety team partnered to develop and implement the Good Moves employee recognition program across the Company. The program celebrates workers who demonstrate Wesdome’s core values, and 101 Good Moves were received from the time the program began in June to the end of 2025. To recognize employees who have been with Wesdome for some time, we continued our Company-wide Anniversary Awards program. In 2025, we expanded our use of the Awardco platform across the organization, changing the delivery method for anniversary awards.
In addition, we encourage our own employees to recruit talent through our Employee Referral Program. The program enables employees to make candidate referrals, and if the candidate is successful and hired by the Company, a bonus is paid to the employee. With the goal of promoting careers in the mining industry and building relationships with students, we run a student summer program, and we welcomed 33 students across our operations in 2025.
Employee Wellness
Wesdome strives to support employee wellness by promoting mental health across the Company. Each year, we coordinate a Mental Health Awareness Month, during which we focus on weekly thematic topics. We also offer an Employee Wellness Benefit Program. The program facilitates participation in activities that encourage healthy lifestyle habits and physical fitness by reimbursing participating employees for costs related to health and wellness equipment, activity and fitness lessons, or fitness membership fees. While in previous years the program was limited to Mental Health Awareness Month, in 2025 we expanded the reimbursement period of the wellness benefit program from two months to 12 months. In 2025, 60% of eligible employees participated in the program.
To help foster fulfilling workplace relationships and to support our workforce, both Eagle River and Kiena have Social Committees that plan social events for employees. Examples include Bingo nights, holiday parties, and golf events. We host Family Days each summer, with Eagle River hosting its first Family Day in 2025. During the event, family members are invited to tour our sites and visit employees.
Equity, Diversity and Inclusion
Guided by our Board Diversity Policy, we work to promote diversity and inclusivity within our Board and senior management positions, recognizing that including more diverse perspectives in decision-making creates better outcomes for the Company. Across the Company, we are committed to implementing targeted programs to improve the recruitment and retention of underrepresented groups, particularly women and Indigenous Peoples. While we had previously set a goal to develop an Equity, Diversity, and Inclusion strategy in 2025 as we work to align with MAC TSM requirements, this work remains in progress.
In 2025, women accounted for 14% of all employees, 22% of all management positions across Wesdome, and 40% of our SLT.
In 2025, Wesdome was named to the Globe and Mail’s Women Lead Here list for the third consecutive year. This reflects our ongoing efforts to build an inclusive and equitable workplace where women can lead and thrive. Several women from our corporate office, Eagle River, and Kiena travelled to Toronto to participate in a Globe and Mail networking event.
Performance
Indicators:
SASB: EM-MM-000.B, EM-MM-310a.1, EM-MM-310a.2
GRI: 2-7 (partial), 2-30, 3-3, 401-1 (partial), 403-3 (partial), 403-6 (partial), 404-3 (partial), 405-1 (partial)
