Our People

Our people are at the heart of everything we do. Keeping them safe, enabling their growth and development while operating in alignment with our values is of critical importance to Alamos. 

We support our people throughout every point in their career with us. We take care to welcome and integrate new joiners, and we provide feedback and opportunities for professional development through formal employee development programs and on-the-job training. Career progression is very important at Alamos. It creates a knowledgeable and collaborative workforce that lives our values. As such, our employees are encouraged to build their skills and take advantage of opportunities across the company, and we are proud that many of them do. At Alamos’ three operating mines, a total of 103,089 training hours were completed across more than 700 unique courses. This diverse range of training includes professional development such as leadership workshops and cybersecurity training, along with role-specific training such as geological modelling, gasoline engine repair, drone usage, and working at heights. We believe this contributes to our strong culture and creates an environment where our people feel welcome, safe, and valued for both their contributions and the work they perform.   

Additionally, all our sites conduct annual performance reviews to support the ongoing development of our people. These reviews are carried out for all permanent employees in Canada and for all non-union employees in Mexico. 

Working hours are managed by location and employee group. We provide rotational schedules, virtual work, and flexible hours – making a balance between time at work and time off more achievable based on the needs of the business and the needs of our employees.   

In addition to direct employment, Alamos engages contractors for various functions at our mines, projects, and offices. These contractors are held to the same standards of excellence and corporate policies as our employees and are treated with equal respect. Common contractor roles include, but are not limited to, exploration drilling, construction, blasting, mining, surveying, security, transportation, and hospitality services.  

All employees and contractors are required to complete mandatory induction and health and safety training as a condition of entry and work at our sites. Alamos’ Home Safe Every Day safety leadership program, which includes materials, videos, and practical examples highlighting occupational health and safety leadership in mining, has been successfully implemented at Young-Davidson and Mulatos for several years. In 2024, the program was extended to site management and supervisors at the Island Gold District (comprising the Island Gold and Magino mines), with employees at the district set to receive training throughout 2025. 

The objectives of the Home Safe Every Day program include: sharing the status of our safety performance and culture, reinforcing our values, promoting behaviours that foster personal safety leadership, ensuring understanding of individual accountability and the Internal Responsibility System, providing general tools for safety, and demonstrating how safety can be integrated into daily work. Additionally, targeted safety leadership training is provided to all frontline supervisors and above to reinforce leadership principles. 

We also provide job-specific safety training to supervisors, heavy equipment operators, and other specialist trades and professions to ensure they are competent and qualified to perform their roles. Training programs may involve both internal and external instructors and cover a mix of safety-related topics and broader skills development, depending on the employee’s role. These programs range from working at heights to computer skills training.  

We monitor employee and contractor safety performances using a combination of leading and lagging indicators to support long-term improvement and promote a strong safety culture. Leading indicators include metrics such as the number of safety interactions, meetings, near misses, and hazards reported by our safety teams and workforce. Lagging indicators track outcomes such as the number and type of incidents and frequency rates. Each site produces monthly safety performance reports that detail incident types, investigation outcomes, and any associated mitigation measures or training initiatives. Safety performance is reviewed monthly by the Alamos leadership team, with quarterly business reviews led by the CEO, COO, and CFO to ensure continued accountability and alignment with our safety objectives.

At Alamos, everyone is welcome. We endeavor to foster an environment where all our employees feel comfortable coming to work. Our focus is inclusion, awareness and learning. As we live our values and act inclusively, we will continue to strengthen and we will see the benefit in our ability to attract, engage, and retain talent. 

Harassment is not tolerated. We have systems and processes in place for individuals to safely report anonymously. The anonymous reporting mechanism in place at Alamos is overseen by the Audit Committee of the Board. In 2024, we had zero (0) confirmed incidents related to harassment, and zero (0) incidents of discrimination.

As is outlined in our Human Rights Policy, which is in part guided by the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work, Alamos respects and upholds internationally proclaimed human rights for our workforce. We apply specific attention in avoiding complicity with human rights abuses such as child labour and modern slavery (which includes forced and compulsory labour). We have determined through internal and external assessments that none of our operations are at significant risk for incidents related to these offenses, and we condemn them in the strongest possible terms. We expect our suppliers and business partners to share this commitment and implement policies and processes that support respect for human rights. We also clearly outline our commitment and expectations within our business contracts. Alamos supports the Organization for Economic Co-operation and Development’s Due Diligence Guidance for Responsible Supply Chains of Minerals from Conflict-Affected and High-Risk Areas and has adopted the WGC’s Conflict-Free Gold Standard to operationalize this commitment. Our independently verified Conflict-Free Gold Report summarises our annual conformance to this standard.  

In May 2023, Canada enacted the Fighting Against Forced Labour and Child Labour in Supply Chains Act (commonly known as the Modern Slavery Act or the Supply Chains Act) (the “Act”). Under the Act, affected entities including Alamos must report on their efforts to mitigate the use of forced and child labour within their supply chains for the previous financial year. Please see Alamos’ 2024 Report on Modern Slavery which further describes the actions that Alamos has taken to assess and manage the risks of forced labour and child labour in its activities and supply chain. 

Alamos management communicates with the workforce early and often regarding operational changes. All our workers are afforded the right to freedom of association and collective bargaining via our Human Rights Policy and applicable labour laws, and as such, we believe there is no risk to our workforce’s right to exercise these freedoms at any Alamos location. In 2024, a Collective Bargaining Agreement covered 243 employees at the Mulatos Mine. No Canadian locations are unionized. There were no disputes between labour and management resulting in strikes, lockouts, or other work stoppages in the reporting year.