Living the New Gold Values:
Employee Development and Teamwork

Our people are the core of our success and we depend on skilled, hard-working and empowered employees to contribute to our business.

One of New Gold’s core values is to “develop our employees”. It means employees receive regular feedback on their job performance and an individualized development plan that supports them in reaching their full potential.

Scorecard 2: Our People

Priorities 2014 Target 2014 Performance 2015 Target
Health & Safety Health & Safety
  • Maintain 2013 Lost-Time Injury Frequency Rate level.
    • Lost-Time Injury Frequency Rate increased from 0.15 in 2013 to 0.33 in 2014.
  • Achieve 0.15 Lost-Time Injury Frequency Rate.
  • Maintain 2013 Total Reportable Injury Frequency Rate level.
    • Total Reportable Injury Frequency Rate increased by 5% (from 2.43 in 2013 to 2.54 in 2014).
  • Achieve 2013 Total Reportable Injury Frequency Rate – a 5% reduction compared to 2014.
Employment & Professional Development Employment
& Professional Development
  • Maintain 2013 Performance and Development plan completion level.
    • Performance and Development plans were completed for 97% of employees, consistent with the 98% in 2013.
  • NMT: No target defined for 2015.
Leadership & Teamwork Leadership
& Teamwork
  • Expand the values-based leadership training program to target the training of future leaders and potential successors for management positions.
    • New Gold continued to develop and reinforce a values-based culture through tailor-made senior leadership training and supervisory training programs.
  • NMT: No target defined for 2015.
  • Achieved Achieved
  • Missed Not Achieved
  • NMT: Not a Material Topic*
  • *Targets for the 2015 annual cycle are included only for material topics; nonetheless, goals for non-material topics may still be set internally. These are not included in the scorecards.

Employment Practices

We strive to be an employer of choice, and to create a culture of collaboration, inclusivity and acceptance at all levels of the organization through hiring, promotion and worker-to-worker relationships. In all jurisdictions where we operate, we strive to comply with local employment laws. We adhere to the principles of the UN Global Compact and are committed to fair and equitable employment practices throughout our operations.

We encourage a promotion-from-within approach and support continuing education and professional development. These reflect New Gold’s values and are essential components of a stable, productive and profitable enterprise that takes into account the interests of all of our communities of interest, both internal and external.

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, marital status or disability. These play no part in hiring, salary, promotion, bonus or termination decisions. Harassment, including sexual, physical and verbal, is prohibited.

The Cerro San Pedro Mine is an excellent example of our efforts to ensure we are an inclusive employer. The operation was recognized in 2009 as an “Inclusive Company” by the State Government of San Luis Potosí for its employment of seniors and people with disabilities, and has been endorsed as a “Socially Responsible Company” by the Mexican Center for Philanthropy every year since 2010. In 2013 and 2014, Cerro San Pedro was also recognized by the Mexican Ministry of Labour with the designation of “Family Responsible Company”.

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.

On December 31, 2014, approximately 58% of Cerro San Pedro employees – 16% of New Gold’s employees – were covered by a collective bargaining agreement.