Growing Our People
A core value of New Gold is “develop our employees.” It means employees should receive regular feedback on a job performance and development plan that supports them in reaching their full potential.
New Gold operates in Canada, the United States, Australia, and Mexico, and is involved in a joint development project in Chile. Each country and region where New Gold operates is unique, and we strive to respect and support local customs. At the same time, we are rigorous in applying certain universal standards in health and safety, as well as in our human rights and non-discrimination policies.
Scorecard 2: Health, Safety, Human Resources and Professional Development
Complete the implementation of the Health and Safety Management System standard across all sites.
Reduce Lost-Time Injury Frequency Rate by 10% year on year.
Reduce Total Reportable Injury Frequency Rate by 10% year on year.
Complete 95% of target lead indicators.
The remaining seven components of the Health and Safety Management System standard were implemented across all sites.
100% of target lead indicators were met or exceeded.
71%(0.15 vs. 0.52)Lost-Time
57%(2.43 vs. 4.94)Total Reportable
Maintain 2013 Lost-Time Injury Frequency Rate level.
Maintain 2013 Total Reportable Injury Frequency Rate level.
Implement performance and development plans for 90% of employees.
98%Performance and development plans completed for employees
Maintain 2013 completion levels.
Complete implementation of leadership training for first line supervisors at our operations.
Leadership training for first line supervisors was carried out at all our operations.
Expand the values-based leadership training program to target the training of future leaders and potential successors for management positions.
Health and Safety
Our people are the core of our success and we depend on skilled, hard-working and empowered employees to contribute to our business. It is a fundamental principle at New Gold that everyone should return home injury-free after each workday, and we seek to create a culture in which everyone is motivated to do the right thing in order to keep themselves and their colleagues healthy and injury-free. While we have had considerable success in achieving and maintaining excellent health and safety statistics, we recognize the human risks that mining operations represent, and as a result the need to be constantly vigilant.
Health and Safety Performance 1, 2
|Lost-Time Injuries (LTI)||21||15||16||16||4|
|Lost-Time Injury Frequency Rate (LTIFR)3||1.22||0.85||0.68||0.52||0.15|
|Total Reportable Injuries (TRI)4||80||96||124||150||65|
|Total Reportable Injury Frequency Rate (TRIFR)5||4.66||5.42||5.25||4.94||2.43|
|Total Number of Employees and Contractors6||1,281||1,463||2,105||1,849||2,069|
Subsequent to acquiring Rainy River, reporting statistics as per New Gold standards commenced in August 2013.2
In 2011 we began reporting the Total Reportable Injuries (TRI) and Total Reportable Injury Frequency Rate (TRIFR) as per the Occupational Health and Safety Advisory Services (OHSAS), Occupational Safety and Health Administration (OSHA) and other industry standards.3
Lost-Time Injury Frequency Rate (LTIFR) is the number of lost-time injuries per 200,000 hours worked. (Lost-Time Injuries x 200,000 hours) ÷ total hours worked.4
Total Reportable Injuries (TRI) includes LTI, Restricted Duties Injury (RDI), and Medical Treatment Injury (MTI).5
Total Reportable Injury Frequency Rate (TRIFR) is the number of injuries per 200,000 hours worked. (Lost-Time Injuries + Medical Treatment Injuries + Restricted Duties Injuries) x 200,000 hours ÷ total hours worked.6
Includes employees and contractors at all sites and offices including the corporate exploration team.
Every New Gold mine or project maintains highly trained and equipped emergency response teams, with members from every operational area. While every New Gold site manages its own programs and trains its emergency teams in skills that are specific to the site, all operate under the guidelines and policies of the Corporate Crisis Management Plan, which meets international standards and best practices for Incident Command and Control. All emergency team members undergo initial and ongoing training in first aid, evacuation, emergency control and firefighting, as well as many other site-specific emergency skills. In order to protect and rescue workers, teams are regularly trained and conduct exercises in a broad range of risk scenarios to maintain a high level of readiness and expertise.
In all the jurisdictions where we operate, we comply with local employment laws. We strive to create a culture of inclusiveness and acceptance that begins at the top, and carries through hiring, promotion and worker-to-worker relationships. Our reputation for safety, competitive wages and benefits, and our recognition of employee performance and opportunities for career advancement, make us an employer of choice, everywhere we operate.
Our employee development policies extend to mine and company management. We encourage employees with a promotion-from-within approach and support for continuing education and professional development. These reflect our Company’s values and are essential components for a stable, productive and profitable enterprise that takes into account the interests of all of our communities of interest, both internal and external.
Salary reviews are conducted at least annually, and are supported by surveys from reputable human resources consulting firms that indicate any changes in cost of living indices, budget constraints, job performance and years of experience.
Our commitment to fair and equitable labour practices extends throughout our operations. We adhere to the labour principles of the UN Global Compact and have identified employee development and teamwork as corporate values.
The most senior position with operational responsibility for labour aspects at New Gold is our Vice President of Human Resources, who works collaboratively with other departments to support a safe workplace, workplace diversity, equitable compensation and fair labour practices.
Workplace Diversity, Non-Discrimination and Equity
New Gold does not discriminate on the basis of race, religion, ethnicity, national origin, gender, age, sexual orientation, citizenship, veteran status, marital status or disability. These play no factor in salary and bonus calculations. Harassment, including sexual, physical and verbal, is prohibited.
Collective Bargaining and Freedom of Association
At all New Gold operations, workers enjoy the right to freedom of association as provided by applicable labour law. We strive to include all levels of employees in decision-making processes and have not experienced strikes or lockouts at our operations to date.
Teamwork and employee development are core values for New Gold.
We strive to have our employees develop a performance and professional development plan with short-term and long-term goals, which are reviewed regularly and assessed yearly. Our employees have access to training opportunities to support their roles and develop their careers. Specialized training is provided to operating personnel and contractors, depending on their job requirements, for skills training, compliance with standards, and safety regulations. Health and safety training is critical at all sites and is reviewed regularly for continuous improvement.