Our People

We maintain a high national employment rate for our operations by targeting recruitment within our host jurisdictions.

We aim to employ local, regional or national candidates, in that order of preference. Globally, our total combined workforce is 4,902 persons of which 96% are national to the country of operation.

At Sukari, 78% of senior and middle management roles (comprising superintendents, coordinators and supervisors) are held by nationals, representing a marked increase from 67% since 2020. This follows the engagement of a registered training organisation in 2021 to deliver a three-year leadership and management training programme to managers, superintendents, leading hands and supervisors.

Diversity enriches discussion, better reflects our relationships with our stakeholders and allows for improved decision making. Valuing diversity and promoting inclusion is an ethical imperative for a sustainable business.

While we hire based on merit, we aspire to develop a workforce that represents the diversity of our host countries and communities; and a culture of belonging and inclusion where everyone is respected, valued and empowered to excel within the workplace.

Mining has historically been a male-dominated industry. However, in Egypt, Centamin has faced additional and significant legal and cultural challenges to the employment of women. Sukari is in a remote location and Egyptian custom discourages women from working away from their families for extended periods of time, as is required with a rostered workforce.

We recognise that broad and concerted leadership will be required to advance the participation of women within the workplace at large, and Egypt in particular. At Sukari, where we currently have a full operational workforce in place, the magnitude and speed with which we can diversify our workforce is limited to turnover. The Sukari Gender Diversity Committee continued to systematically identify and resolve barriers to the advancement and fair treatment of women in the workplace. In 2023, we broadened the number and types of roles available to women and initiated appointments within technical functions of the mine operation. We were also pleased to welcome the first female appointments at Sukari by our onsite contractors.

A skilled and empowered workforce is required to sustain a world class operation and development pipeline for the Company. We aim to provide professional and personal development opportunities that empower our employees to fulfil their potential.

All employees across the Group participate in our annual performance appraisal and objective setting process. This is a structured process between each employee and their line manager to review progress and mutually agree forward-looking objectives and personal development goals.

Egypt has an educated and skilled workforce and an established oil and gas sector. However, the mining and minerals sector remains small and formal training opportunities are much less developed and under-represented in the educational system. This necessitates that the Company take a proactive role in the training and professional development of its people.

At Sukari we have put in place a professional development framework that aims to develop a shared understanding of the required skills to achieve proficiency in each and every role, and the critical behaviours required for successful performance in Centamin. The key elements of the framework include: an Employee Development Pathway (“EDP”) to ensure all positions are undertaken to a proficient level; a Leadership Development Pathway (“LDP”) to equip employees for increased levels of technical and management responsibility; and succession planning.

Effective workforce engagement instils a shared understanding of the critical behaviours required for successful performance and more broadly, improves personal wellbeing.

We deploy a variety of mechanisms to engage with our workforce including: operational and management meetings; pre-shift meeting and workplace inspections; quarterly risk reviews; performance appraisal and objective setting; awareness sessions; training and development programmes; bulletins and notice boards; employee surveys; and social and cultural events. Through this engagement, we strive to reinforce purpose and values, levels of workplace proficiency and the confidence of our workers to raise concerns.

We encourage employees to raise questions and concerns with their supervisor and by doing so, maintain a workplace free from corruption, discrimination, harassment and retaliation. Our asset-level grievance mechanism and independent whistleblower hotline allow workers to anonymously file a complaint. Furthermore, we prohibit any form of retaliation in relation to reports received through either our grievance process or whistleblower hotline.

We recognise the need to integrate human rights considerations into our social management approaches, including human resources, health and safety, contracts and procurement, community relations and security.

Despite our best controls, we recognise the potential for our activities to impact human rights. We are committed to improving systems for identifying human rights risks and putting in place effective mechanisms for responding to risks and incidents.

Our Human Rights Policy includes our commitment to adopt and implement policies, practices and systems based on the UN Guiding Principles on Business and Human Rights (“UNGP”); World Gold Council’s conflict-free gold standard; and the Voluntary Principles on Security and Human Rights ("VPSHR"). The policy outlines our management approach to protecting the rights of our stakeholders to not cause, or be complicit, in any instances of human rights abuses directly or through our business relationships. This and our other policies are published on the Centamin website and made available to all workers at asset-level through employee onboarding, workplace inductions, training and notice boards.

We assess the salient human rights issues relevant to our business against the UNGP reporting framework and the adequacy of our management measures for responding to these risks.

As a condition of doing business with Centamin, our suppliers are required to comply with applicable laws and meet the commitments and obligations of our Group policy framework, including human rights.

We published an annual modern slavery statement in response to section 54 of the UK Modern Slavery Act which sets out our commitment to respect human rights and highlights key actions taken during the reporting period to address risks in our business and supply chain.

Modern Slavery Statement