Social Indicators
Employment
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   This topic boundary includes all IAMGOLD managed sites.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
This topic boundary includes all IAMGOLD managed sites.
c. Any specific limitation regarding the topic Boundary. This is specific to employees and contractors hired directly by IAMGOLD
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   Attracting, recruiting and selecting the right talent is of critical importance to the continued success of IAMGOLD Corporation and to support our culture of empowering people for extraordinary performance. The Talent Acquisition and Selection Standard sets out minimum standards to ensure that the best and most qualified talent is recruited for all available employment opportunities, and that the recruitment process is free from bias and discrimination.
b. A statement of the purpose of the management approach.

The purpose of this policy is to define the minimum requirements the Company, managers, employees and Human Resources (“HR”) designates are required to follow to attract qualified talent, and select and recruit candidates for employment. At IAMGOLD, people are our greatest asset: our employees’ engagement and satisfaction are critical to our success. The corporation is committed to maintaining a challenging working environment in which ability and performance are recognized, free from any form of discrimination on the basis of personal relationships or contrary to law.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

At IAMGOLD, the expansive topic of employment is comprehensively managed via the implementation of categorized policies, standards, codes, and plans which communicate the minimum expectations of the organization in a fashion condusive to compliance. The Corporate Human Resources department manages the process for new employee hires in support of the business strategy. New employees are covered by the policies and practices outlined in the Employee Handbook.

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

Employees are required to undergo annual performance reviews with their managers overseen by the HR department. Exit interviews are also conducted to gather information. No significant changes to the HR function were made in 2017.

401-1 New employee hires and employee turnover DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Total number and rate of new employee hires during the reporting period, by age group, gender and region:
i. Under 30 years old (A) 70 111 120 17 25
ii. 30–50 years old (B) 32 77 77 17 10
iii. Over 50 years old (C ) 3 8 20 2 8
iv. Total number of employees joining the organization (= A+B+C) 105 196 217 36 43
v. Male new hires 68 159 182 21 33
vi. Female new hires 37 37 35 15 10
b. Total number and rate of employee turnover during the reporting period, by age group, gender and region:
i. Under 30 years old (A) 57 73 114 12 14
ii. 30–50 years old (B) 37 67 84 10 7
iii. Over 50 years old (C ) 14 18 33 6 9
iv. Total number of employees leaving employment (= A+B+C) 108 158 231 28 30
v. Male turnover 78 127 205 15 23
vi. Female turnover 30 31 26 13 7
401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Benefits which are standard for full-time employees of the organization but are not provided to temporary or part-time employees, by significant locations of operation. These include, as a minimum:
i. life insurance Yes Yes Yes Yes Not available
ii. health care Yes Yes Yes Yes Not available
iii. disability and invalidity coverage Yes Yes Yes Yes Not available
iv. parental leave Yes Yes Yes Yes Not available
v. retirement provision Yes Yes Yes Yes Not available
vi. stock ownership Yes Yes Yes Yes Not available
vii. others Not applicable Not applicable Not applicable Not applicable Not available
b. The definition used for ‘significant locations of operation’. Operating mine sites and corporate head office
401-3 Parental leave DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Total number of employees who were entitled to parental leave, by gender Male: 1,013
Female: 262
Male: 2,087
Female: 262
Male: 630
Female: 66
Male: 83
Female: 64
Male: Not available
Female: Not available
b. Total number of employees who took parental leave, by gender Male: 58
Female: 10
Male: 159
Female: 26
Male: 34
Female: 6
Male: 0
Female: 0
Male: Not available
Female: Not available
c. Total number of employees who returned to work in the reporting period after parental leave ended, by gender Male: 58
Female: 9
Male: 159
Female: 22
Male: 27
(3 still on leave)
Female: 1
(5 still on leave)
Male: Not applicable – no employees on parental leave
Female: Not applicable – no employees on parental leave
Male: Not available
Female: Not available
d. Total number of employees who returned to work after parental leave ended who were still employed 12 months after their return to work, by gender Male: 58
Female: 8
Male: 159
Female: 22
Male: 35
Female: 5
Male: Not applicable – no employees on parental leave
Female: Not applicable – no employees on parental leave
Male: Not available
Female: Not available
e. Return to work and retention rates of employees who took parental leave, by gender Male:
RTW rate 100%
Retention rate 100%
Female:
RTW rate 90%
Retention rate 89%
Male: 100%
Female: 100%
Male:
RTW rate 100%
Retention rate 100%
Female:
RTW rate 90%
Retention rate 89%
Male: Not applicable – no employees on parental leave
Female: Not applicable – no employees on parental leave
Male: Not available
Female: Not available
Labour/Management Relations
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   Labour laws and regulations vary widely across the globe. With global operations, it is important for IAMGOLD to ensure compliance with local codes.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
IAMGOLD strives to ensure that all our operations are in compliance with local labour codes.
c. Any specific limitation regarding the topic Boundary. Reporting on this topic is limited to jurisdictions IAMGOLD operates in.
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   All IAMGOLD operations follow the local labour codes and ensure compliance with national legislation, where applicable. Working conditions and other negotiated benefits are also outlined in collective agreements.
b. A statement of the purpose of the management approach.

It is important to ensure that organized labour rights are accommodated by IAMGOLD

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

See above.

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

No external or internal audit or verification activities occurred in 2017.

402-1 Minimum notice periods regarding operational changes DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Minimum number of weeks’ notice typically provided to employees and their representatives prior to the implementation of significant operational changes that could substantially affect them 2–3 weeks 4 weeks 2 weeks 2 weeks Depends on the local legislation; between 2 weeks and 4 weeks
b. For organizations with collective bargaining agreements, report whether the notice period and provisions for consultation and negotiation are specified in collective agreements Yes Not available Yes Not available Not available
MM4 Number of strikes and lock-outs exceeding one week's duration, by country DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
Number of strikes and lock-outs exceeding one week's duration, by country 0 0 0 0 0
Occupational Health and Safety
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   Occupational health and safety is material as material risks can have serious consequences to IAMGOLD's stakeholders, both internally (IAMGOLD employees and contractors) and externally (host communities, governments, shareholders) if not managed effectively.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
Health and safety impacts can occur at any point in IAMGOLD operations, in all locations.
c. Any specific limitation regarding the topic Boundary. The H&S function is decentralized to the sites and functions. Corporate H&S manages our global H&S Performance, but each site is responsible for managing its local H&S Performance in accordance with IAMGOLD’s standards and procedures. Financial resources are allocated at the corporate level to support the sites, and H&S professionals are situated at each of our sites
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   The Health and Safety Program takes a risk-based approach, guided by our vision of Zero Harm. All of our material health and safety (H&S) risks are documented in risk registers for each of our sites and various departmental functions, which are then consolidated to create the overall company-wide risk register by the Chief Operating Officer. Once risks are identified, prevention and mitigation controls are put in place to manage these risks if they cannot first be eliminated. Audits and inspections are performed to ensure the maintenance and performance of these controls
b. A statement of the purpose of the management approach.

IAMGOLD has a vision to lead the mining industry in providing a secure, healthy and injury-free work environment. Our people are empowered and committed to embracing the Zero Harm vision.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives
  • H&S Performance monthly report and statistics (leading and lagging indicators): a systematic performance reporting process used by every site at IAMGOLD
  • Significant Incident Report (SIR) procedure and reporting, which includes sharing of lessons learned
  • Mind Body Achievement (MBA) program: a behaviour-based program to reduce, report and eliminate at-risk situations and conditions and to encourage and improve safety leadership among workers
  • IAMTRAVELLING: a safe travel initiative to inform and protect our business travellers and expatriates travelling abroad
  • TSM: the Mining Association of Canada’s (MAC) Towards Sustainable Mining (TSM) program, which monitors health and safety initiatives, as well as crisis management and emergency response plans
  • OHSAS 18001: two sites out of three are OHSAS certified
  • Enterprise Risk Management: an initiative to identify and manage our internal H&S risks
  • Employee Assistance Program (EAP): an HR-managed initiative which provides professional health and well-being support to IAMGOLD employees and their families, such as psychological, nutritional and financial guidance
103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

Compliance with company-wide H&S objectives is measured against a set of key performance indicators (KPIs), including both lagging and leading indicators, which are reviewed with the general managers and the COO on a monthly basis in order to apply lessons learned and continuously improve. The leading indicators provide insight into how to achieve our objectives, and the lagging indicators show where our systems have failed and where we can improve.

2017 marked the creation of a new Health and Safety Framework, which will be implemented over the next few years.

403-1 Workers’ representation in formal joint management-worker health and safety committees DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. The level at which each formal joint management-worker health and safety committee typically operates within the organization There are Safety committees at the Mine Operations department to help monitor and advise on H&S issues and challenges. No formal H&S committee site-wide. This is not a legal requirement. Workers’ participation is stimulated through meetings. 50% workers, 50% employer We have a Health & Safety Committee composed of 5 worker representatives and 5 employer representatives. The committee meets once a month. There is a formal health and safety committee for the Corporate office with 8 members. Mali: Not available
Senegal: Not available
Colombia: The H&S committee at IAMGOLD Colombia meets every three months in accordance with labour laws. The H&S committee is composed of 2 employee representatives and 1 employer representative, as per local law.
Ontario: Field office
Peru: Labour and administrative
Quebec: No committee
Suriname: Not available
Burkina Faso: Not available
b. Percentage of workers whose work, or workplace, is controlled by the organization, represented in formal joint management–worker health and safety committees Around 40% (for the Mine department) They all are, except for capital projects and resource development 5 worker representatives and 5 employer representatives = 50% 100% Mali: Not available
Senegal: Not available
Colombia: There are 10 employees at the Colombia operations, so the H&S committee represents all the employees in its meetings (100%). The representatives of the employees were elected by the employees
Ontario: 100%
Peru: 50%
Quebec: Not available
Suriname: Not available
Burkina Faso: Not available
403-2 Types of injury and rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Types of injuries, injury rate, occupational disease rate, lost day rate, absentee rate and workforce related fatalities for all employees:
i. Types of injuries First aid, medical aid, restricted work injury (RWI) and lost time injury (LTI) First aid, medical aid, restricted work injury (RWI) and lost time injury (LTI) First aid, medical aid, restricted work injury (RWI) and lost time injury (LTI) First aid, medical aid, restricted work injury (RWI) and lost time injury (LTI) First aid, medical aid, restricted work injury (RWI) and lost time injury (LTI)
ii. Injury rate (IR rate = the frequency of injuries relative to the total time worked by the total workforce in the reporting period) Total Recordable Incident Frequency Rate (TRIFR): 1.47 (based on 200,000 work hours) Total Recordable Incident Frequency Rate (TRIFR): 0.33 (based on 200,000 work hours) Total Recordable Incident Frequency Rate (TRIFR): 2.68 (based on 200,000 work hours) Total Recordable Incident Frequency Rate (TRIFR): 0.00 (based on 200,000 work hours) Total Recordable Incident Frequency Rate (TRIFR): 0.71 (based on 200,000 work hours)
iii. Occupational disease rate (ODR = the frequency of occupational diseases relative to the total time worked by the total workforce in the reporting period) Data not being tracked Data not being tracked Data not being tracked Data not being tracked Data not being tracked
iv. Lost day rate (LDR) – Days Away, Restricted or Transferred Frequency Rate (DART FR = the impact of occupational accidents and diseases as reflected in time off work by the affected workers; it is expressed by comparing the total lost days to the total number of hours scheduled to be worked by the workforce in the reporting period) Days Away, Restricted or Transferred Frequency Rate (DART FR) = 0.79 (based on 200,000 work hours) DART FR: 0.13 Days Away, Restricted or Transferred Frequency Rate (DART FR) = 2.68 (based on 200,000 work hours) Days Away, Restricted or Transferred Frequency Rate (DART FR) = 0.00 (based on 200,000 work hours) Days Away, Restricted or Transferred Frequency Rate (DART FR) = 0.28 (based on 200,000 work hours)
v. Absentee rate (AR = Total absent days ÷ total days scheduled to be worked for the period) 2.90% Data not being tracked 10.68% (based on hours worked) Data not being tracked Data not being tracked
vi. Total number of work-related fatalities 0 0 1 0 0
b. Types of injuries, injury rate and workforce related fatalities for all workers (contractors minus employees) whose work or workplace is controlled by the organization:
i. Types of injuries First aid, medical aid, restricted work injury (RWI) and lost time injury (LTI) First aid, medical aid, restricted work injury (RWI) and lost time injury (LTI) First aid, medical aid, restricted work injury (RWI) and lost time injury (LTI) First aid, medical aid, restricted work injury (RWI) and lost time injury (LTI)
ii. Injury rate (IR rate = the frequency of injuries relative to the total time worked by the total workforce in the reporting period) Total Recordable Incident Frequency Rate (TRIFR): 0.74 (based on 200,000 work hours) Not available Not available Total Recordable Incident Frequency Rate (TRIFR): 0.00 (based on 200,000 work hours) Mali: Not available
Senegal: Not available
Colombia: Not available
Brazil: Not available
Ontario: 2.93
Peru: Not available
Quebec: Not available
Suriname: Total Recordable Incidents per 200,000 manhours (TRIR): 0.61
Burkina Faso: Not available
iii. Total number of work-related fatalities 0 0 1 0
c. The system of rules applied in recording and reporting accident statistics OSHA
403-3 Workers with high incidence or high risk of diseases related to their occupation DETAILS +
Disclosure Required Rosebel Essakane Westwood
a. Whether there are workers whose work, or workplace, is controlled by the organization, involved in occupational activities who have a high incidence or high risk of specific diseases Yes Positions with high risk of occupational diseases are covered in an industrial hygiene program. Group and individual risk control measures are in place. A contaminant measuring program and individual biological monitoring are carried out throughout the year Yes
If yes, please provide a brief description of the activities and risks involved Operation and maintenance of mining and milling operations – risks: exposure to silica, arsenic, cyanide, heat stress, vibration, noise, lead, ammonia, heavy metals Carbon incinerator operator, crusher, fusion room, laboratory, driller-blaster, tailings storage facility Exposure (mainly underground and maintenance) to: silica (silicosis), diesel particulates (cancer), noise (hearing loss), heat stress, welding fumes containing heavy metals (cancer), vibrations (Raynaud’s disease), chemicals (cyanide, lead)
403-4 Health and safety topics covered in formal agreements with trade unions DETAILS +
Disclosure Required Rosebel Essakane Westwood
a. Whether formal agreements (either local or global) with trade unions cover health and safety Yes No, there is no formal agreement, except for the application of a regulatory requirement about the implementation of a health and safety joint committee. Yes
b. If so, the extent, as a percentage, to which various health and safety topics are covered by these agreements:
i. Personal protective equipment Yes – Local No 100% (HSC)
ii. Joint management–worker health and safety committees Yes – Local Yes, once per month 100%, once per month (HSC)
iii. Participation of worker representatives in health and safety inspections, audits and accident investigations Yes – Local Yes, as part of the committee and significant investigations (not formalized) 100%, based on a schedule
iv. Training and education Yes – Local Yes, based on needs Yes, based on the year’s needs
v. Complaints mechanism Yes – Local and global (whistleblower) No 100% involved
vi. Right to refuse unsafe work Yes – Local Item included in our Health & Safety Policy 100% involved
vii. Periodic inspections Yes – Local Once per month as part of the HSEC Committee Involved based on requests and schedule
Training and Education
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   Training and education is material within IAMGOLD operations because, in a dynamic and evolving technical industry, it is important for IAMGOLD to work with qualified and competent individuals.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
Training and education opportunities are available for IAMGOLD employees.
c. Any specific limitation regarding the topic Boundary. See above.
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   IAMGOLD provides on-the-job training and support for career development through action learning, special projects, job rotation, professional memberships and conferences.
b. A statement of the purpose of the management approach.

IAMGOLD is committed to providing the necessary support, education and training to ensure effective performance and maintenance of necessary professional licences and designations among all employees.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives
None
103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

Annual performance evaluations are managed through our Performance Management Process, which includes objective setting as well as mid-year and year-end reviews. Employees and their managers jointly determine individual performance objectives that support achieving business priorities. Tracking performance goals holds individuals accountable for their growth and development as effective members of the IAMGOLD team. No significant changes to this process were made in 2017.

404-1 Average hours of training per year per employee DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Average hours of training that the organization’s employees have undertaken during the reporting period, by:
i. gender Male: Not tracked
Female: Not tracked
Male: 1.94 hours
Female: 1.34 hours
Male: 6.73 hours
Female: 4.81 hours
Male: Not tracked
Female: Not tracked
Male: Not tracked
Female: Not tracked
ii. employee category Management:
Not tracked
Non-management:
Not tracked
Management:
Not tracked
Non-management:
Not tracked
Management:
5.87 hours
Non-management:
7 hours
Management:
Not tracked
Non-management:
Not tracked
Management:
Not tracked
Non-management:
Not tracked
404-2 Programs for upgrading employee skills and transition assistance programs DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Type and scope of programs implemented and assistance provided to upgrade employee skills
i. Internal training courses The company provides a range of Safety, Technical, Leadership and Operational Training. The Mine Operations, Mine Maintenance and Mill departments have a training departments and provide specialized training to enhance the skills of employees Leadership, management, technical, IT and language training Senior leadership development programs; toolbox for supervisors Yes Yes
ii. Funding support for external training or education Yes Yes Yes – Workshop, seminar, hydraulics training for mechanical, first responder for firemen Yes Yes
iii. The provision of sabbatical periods with guaranteed return to employment

If an employee in writing and stating reasons requests unpaid leave for urgent personal reasons, such request shall be assessed by the employer. To the extent the duties so allow, the unpaid leave shall be granted for minimally 1 (one) day and maximally 3 (three) months.

The employee shall not enjoy salary and emoluments during the period of time of the unpaid leave granted.

The employer is entitled to either approve or refuse requests for unpaid leave.

Yes Case-by-case basis Case-by-case basis No
b. Transition assistance programs provided to facilitate continued employability and the management of career endings resulting from retirement or termination of employment:
i. Pre-retirement planning for intended retiree No No No Yes No
ii. Retraining for those intending to continue working No No No Yes No
iii. Severance pay Yes Yes Yes Yes Yes
iv. Job placement services No Yes No Yes No
v. Assistance (e.g., training, counselling) on transitioning to a non-working life No No No Yes No
404-3 Percentage of employees receiving regular performance and career development reviews DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Percentage of total employees by gender and by employee category who received a regular performance and career development review during the reporting period: Male: 100%
Female: 100%
Management: 100%
Non-management: 41%
Male: 100%
Female: 100%
Management: 100%
Non-management: 11%
Male: 100%
Female: 100%
Management: 100%
Non-management: 28%
Male: 100%
Female: 100%
Management: 100%
Non-management: 94%
Male: 100%
Female: 100%
Management: 100%
Non-management: 58%
Diversity and Equal Opportunity
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   IAMGOLD is committed to diversity and equal opportunity and aims to facilitate employment opportunities based on ability and experience.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
IAMGOLD is committed to diversity and equal opportunity at all our operations.
c. Any specific limitation regarding the topic Boundary. Topic limited to IAMGOLD employees.
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   IAMGOLD’s Code of Business Conduct and Ethics embodies our commitment to respect the right of all employees to fair treatment, equal opportunity and a working environment free from discrimination or harassment of any sort. Our internal diversity policy codifies the importance of a diverse workforce where the rights and differences among our employees are maintained and respected. At IAMGOLD, each employee is responsible for maintaining a work environment that is free from discrimination and harassment. The policy also provides specific guidelines that outline the organization's commitment to increasing diversity of our leadership management team and the Board of Directors.
b. A statement of the purpose of the management approach.

The purpose of the management approach is to effectively fulfill the organization's commitment to ensuring employees are hired based on performance and ability.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

Diversity Standard

Code of Business Conduct and Ethics

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

As part of IAMGOLD's commitment to diversity and equal opportunity, we regularly measure and monitor the effectiveness of our efforts to create and promote a fair hiring process and a diverse workforce. Annually, all employees are required to complete an online training module on the Code of Business Conduct and Ethics. No significant changes were made to this topic in 2017.

405-1 Diversity of governance bodies and employees DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Percentage of individuals within the organization’s governance bodies in each of the following diversity categories:
i. Gender Male: Not available (represented by governance bodies at the Corporate level)
Female: Not available (represented by governance bodies at the Corporate level)
Male: 91%
Female: 9%
Male: Not available (represented by governance bodies at the Corporate level)
Female: Not available (represented by governance bodies at the Corporate level)
Male: Not tracked
Female: Not tracked
Male: Not available (represented by governance bodies at the Corporate level)
Female: Not available (represented by governance bodies at the Corporate level)
ii. Age group:
under 30 years old Not available (represented by governance bodies at the Corporate level) 3% Not available (represented by governance bodies at the Corporate level) Not available Not available (represented by governance bodies at the Corporate level)
30–50 years old 72%
over 50 years old 25%
iii. Other indicators of diversity where relevant (such as minority or vulnerable groups) Not applicable
b. Percentage of employees per employee category in each of the following diversity categories:
i. Gender Male: 89%
Female: 11%
Male: 89%
Female: 11%
Male: 90%
Female: 10%
Male: 56%
Female: 44%
Male: 84%
Female: 16%
ii. Age group:
under 30 years old 7% 14% 21% 10% 18%
30–50 years old 79% 80% 53% 59% 62%
over 50 years old 14% 6% 26% 31% 20%
iii. Other indicators of diversity where relevant (such as minority or vulnerable groups) Not applicable
405-2 Ratio of basic salary and remuneration of women to men DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Ratio of the basic salary and remuneration of women to men for each employee category Administrative/Technician
Female: Not available
Male: $104,223 CAD
Professional/Supervisor
Female: $99,065 CAD
Male: $122,756 CAD
Manager
Female: $133,410 CAD
Male: $147,725 CAD
Senior Manager
Female: Not available
Male: $303,450 CAD
Administrative/Technician
Female: $42,457 CAD
Male: $57,462 CAD
Professional/Supervisor
Female: $57,299 CAD
Male: $77,518 CAD
Manager
Female: $118,260 CAD
Male: $135,701 CAD
Senior Manager
Female: Not available
Male: $252,350 CAD
Administrative/Technician
Female: $57,705 CAD
Male: $71,132 CAD
Professional/Supervisor
Female: $78,406 CAD
Male: $96,798 CAD
Manager
Female: $142,602 CAD
Male: $140,923 CAD
Senior Manager
Female: Not available
Male: Not available
Administrative/Technician
Female:  $70,601 CAD
Male:  $71,829 CAD
Professional/Supervisor
Female:  $93,959 CAD
Male:  $94,318 CAD
Manager
Female:  $138,367 CAD
Male:  $158,470 CAD
Senior Manager
Female:  $359,966 CAD
Male:  $341,147 CAD
Administrative/Technician
Female:  $19,361 CAD
Male:  $33,369 CAD
Professional/Supervisor
Female:  $70,589 CAD
Male:  $57,196 CAD
Manager
Female:  Not available
Male:  $122,559 CAD
Senior Manager
Female:  $224,143 CAD
Male:  $260,059 CAD
b. The definition used for ‘significant locations of operation’ Operating mine sites and corporate head office
Non-discrimination
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   All employees, contractors and representatives are entitled to work in an environment free from discrimination, harassment and violence in which all individuals are treated with respect and dignity.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
IAMGOLD strives to ensure that IAMGOLD Corporation employees, contractors and representatives are required to follow the minimum requirements to prevent and address harassment, discrimination and violence in the workplace. IAMGOLD's Discrimination, Harassment and Violence Standard applies to all employees, contractors and representatives worldwide, including joint ventures, and to all activities that occur while on company premises or while engaging in company business activities or social events.
c. Any specific limitation regarding the topic Boundary. IAMGOLD's Discrimination, Harassment and Violence Standard applies to all employees, contractors and representatives worldwide, including joint ventures, and to all activities that occur while on company premises or while engaging in company business activities or social events.
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   Any employee, contractor or representative whose behaviour constitutes discrimination, harassment or violence will be subject to disciplinary action, including, without limitation, termination for cause, and further legal action. Discrimination is defined as any action, policy or differential treatment (either intentional or unintentional) having an adverse impact on an individual on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, pregnancy, sexual orientation, gender identity, gender expression, age, marital status, family status, disability or other unmeritorious consideration.
b. A statement of the purpose of the management approach.

IAMGOLD does not tolerate any form of discrimination, harassment or violence.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

Discrimination, Harassment and Violence in the Workplace Standard

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

There is a workplace violence program that accompanies this standard. It includes measures and procedures to protect workers from workplace violence, a means of summoning immediate assistance and a process for workers to report incidents, or raise concerns.

The Company, as the employer, will ensure this standard and the supporting program are implemented and maintained. All workers and supervisors will receive appropriate information and instruction on the content of the standard and program.

Supervisors are required to adhere to this standard and the supporting program. Supervisors are responsible for ensuring that measures and procedures are followed by workers and that workers have the information they need to protect themselves. Every worker must work in compliance with this standard and the supporting program. All workers are encouraged to raise any concerns about violence in the workplace and to report any violent incidents or threats.

No significant changes were made to this program in 2017.

406-1 Incidents of discrimination and corrective actions taken DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
Total number of incidents of discrimination during the reporting period (i.e., on grounds of race, sex, religion, political opinion, national extraction or social origin as defined by the ILO, or other relevant forms of discrimination involving internal and/or external stakeholders across operations in the reporting period) 0 0 0 0 Not available
b. Status of the incidents and actions taken with reference to the following:
i. Incidents reviewed by the organization 0 0 0 0 0
ii. Remediation plans being implemented 0 0 0 0 0
iii. Remediation plans that have been implemented, with results reviewed through routine internal management review processes 0 0 0 0 0
iv. Incidents no longer subject to action 0 0 0 0 0
Security Practices
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   IAMGOLD employs trained security personnel wherever required, as safety and security are of the utmost importance to the organization.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
All security employees and contractors are required to adhere to the Voluntary Principles on Security and Human Rights (VPSHR).
c. Any specific limitation regarding the topic Boundary. All security employees and contractors are required to adhere to the Voluntary Principles on Security and Human Rights (VPSHR).
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   IAMGOLD security personnel, including contractors, receive training in line with IAMGOLD’s policies and procedures on human rights. Training incorporates the Voluntary Principles on Security and Human Rights (VPSHR).
b. A statement of the purpose of the management approach.

It is imperative that IAMGOLD’s security personnel, including contractors, follow VPSHR and that they act in an ethical manner.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

Human Rights Policy

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

Our Corporate Security standard ensures that an annual audit is conducted that addresses the highest priority security risks. These audits ensure that our security procedures are compliant with corporate strategy, standards, relevant legislation and regulations.

IAMGOLD also conducts an annual inspection of private security provider training records to ensure compliance with foundational and refresher VPSHR training. Training is provided to key management and superintendent on VPSHR awareness by a third party.

No significant changes were made in 2017.

410-1 Security personnel trained in human rights policies or procedures DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Percentage of security personnel who have received formal training in the organization’s human rights policies or on specific procedures and their application to security 100% 85% Not applicable Not applicable West Africa only: 100%
b. Whether training requirements also apply to third-party organizations providing security personnel Yes Yes Not applicable Not applicable West Africa only:
Yes
Rights of Indigenous Peoples
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   The respect of the rights of Indigenous peoples is paramount to IAMGOLD, especially with activities that could affect these communities.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
IAMGOLD strives to ensure that employees and contractors respect the rights of Indigenous peoples.
c. Any specific limitation regarding the topic Boundary. IAMGOLD strives to ensure that employees and contractors respect the rights of Indigenous peoples.
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   Governance of relations with communities impacted by our operations is informed by IAMGOLD’s vision of Zero Harm, and is ultimately overseen by the Board of Directors as part of the Safety, Environment and Reserves Committee. This structure ensures that IAMGOLD’s vision of Zero Harm receives appropriate guidance and resources. Our sites each manage their own community relations and development budget. They receive guidance through our Sustainability Policy and, more specifically, through our Sustainability Framework, which give detailed guidance on best practices for community relations and development.
b. A statement of the purpose of the management approach.

When it comes to our host communities, IAMGOLD has an objective to go beyond our Zero Harm initiative and provide tangible betterment to communities. Our goals are to build capacity, foster economic growth, contribute wherever possible to health, education, sport and culture, and to work in partnership with local communities.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

As a company, we incorporate the following global guidelines and standards into our approach to community relations: the International Finance Corporation (IFC), the International Council on Mining and Metals (ICMM), the Canadian Mining Association’s Towards Sustainable Mining (TSM) program, and the Voluntary Principles on Security and Human Rights.

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

IAMGOLD ensures our dedicated Community Relations team has ongoing dialogue with the local community to promote trust and transparency. All our operations also have a grievance mechanism in place to ensure any issues identified are resolved in a timely manner. No significant changes were made in 2017.

411-1 Incidents of violations involving rights of Indigenous peoples DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Total number of identified incidents of violations involving the rights of Indigenous peoples during the reporting period None None None None
b. For incidents identified, provide details of status of the incidents and actions taken with reference to the following:
i. Incidents reviewed by the organization Not applicable Not applicable Not applicable Not applicable
ii. Remediation plans being implemented Not applicable Not applicable Not applicable Not applicable
iii. Remediation plans that have been implemented, with results reviewed through routine internal management review processes Not applicable Not applicable Not applicable Not applicable
iv. Incidents no longer subject to action Not applicable Not applicable Not applicable Not applicable
MM5 Total number of operations taking place in or adjacent to Indigenous peoples’ territories, and number and percentage of operations or sites where there are formal agreements with Indigenous peoples’ communities DETAILS +
Disclosure Required Rosebel Essakane Westwood
Whether site operations are taking place in or adjacent to Indigenous peoples’ territories Yes. There is a village within 1 km range of an open pit: Royal Hill Mining operations are carried out exclusively within the perimeter of the fenced site. We have conducted negotiations with the landowners to open a new satellite pit within our operating permit area. Yes
Whether there are any formal agreements in place with Indigenous peoples' communities There is a protocol in place to manage small-scale mining activities on the property. There is no formal agreement for any other topic. Yes, there are formal agreements as part of the memoranda of understanding (2008 and 2012) for the implementation and expansion of mining operations. We have other agreements to develop communes (communal development plans) impacted by the Company, as well as the regional council of Sahel (regional development plan) No
Human Rights Assessment
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   IAMGOLD is committed to establishing an organizational culture which respects internationally recognized human rights as set forth in the United Nations Declaration of Human Rights and the four fundamental principles and rights at work enshrined in the International Labour Organization's Declaration on Fundamental Principles and Rights at Work.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
IAMGOLD strives to ensure that all employees and contractors adhere to human rights principles including as part of our procurement policy.
c. Any specific limitation regarding the topic Boundary. IAMGOLD strives to ensure that all employees and contractors adhere to human rights principles including as part of our procurement policy.
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   IAMGOLD has a Sustainability Policy that incorporates human rights. The Company’s Sustainability Framework provides specific direction to implement the policy consistently, using best practices across all sites. A two-year human rights training program was initiated in 2009 with the assistance of the non-profit organization Business for Social Responsibility. In 2010, training programs that focused on identifying, protecting and respecting human rights were rolled out to all but one of the IAMGOLD operating mines.
b. A statement of the purpose of the management approach.

The purpose of the management approach is to ensure that the human rights of all stakeholders within IAMGOLD operations are respected.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

Humans Rights Policy

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

IAMGOLD ensures our dedicated Community Relations team has ongoing dialogue with the local community to promote trust and transparency. All our operations also have a grievance mechanism in place to ensure any issues identified are resolved in a timely manner. No significant changes were made in 2017.

412-1 Operations that have been subject to human rights reviews or impact assessments DETAILS +
Disclosure Required Rosebel Essakane Westwood
a. Total number and percentage of operations that have been subject to human rights reviews or human rights impact assessments, by country No human rights review was done at Rosebel in the reporting year. The process is conducted by public organizations. However, we note the presence of human rights representatives (associations/NGOs or State services) during relocation negotiations, the relocation monitoring committee, and the Essakane mine communication committee. We have invited the Regional Director of Human Rights as well as people protection and human rights associations to visit the mine and its facilities, and to see its social achievements. No human rights review was done at Westwood in the reporting year.
412-2 Employee training on human rights policies or procedures DETAILS +
Disclosure Required Rosebel Essakane Westwood
a. Total number of hours in the reporting period devoted to training on human rights policies or procedures concerning aspects of human rights that are relevant to operations All security employees (70) and security contractors (65) have received the training on the Voluntary Principles on Security and Human Rights. 135 employees and contractors took the training , for a total of 130 hours. The process is conducted by public organizations. However, we note the presence of human rights representatives (associations/NGOs or State services) during relocation negotiations on the relocation monitoring committee, and the Essakane mine communication committee. We have invited the Regional Director of Human Rights as well as people protection and human rights associations to visit the mine and its facilities, and to see its social achievements. None
b. Percentage of employees trained during the reporting period in human rights policies or procedures concerning aspects of human rights that are relevant to operations In the reporting period, there was an average of 1,149 employees and 70 of them were trained. So the percentage of employees trained in the reporting period is 6%. 300 people were trained over 40 hours, spread out over time. None
412-3 Significant investment agreements and contracts that include human rights clauses or that underwent human rights screening DETAILS +
Disclosure Required Rosebel Essakane Westwood
a. Total number and percentage of significant investment agreements and contracts that include human rights clauses or that underwent human rights screening (either moved the organization into a position of ownership in another entity, or initiated a capital investment project that was material to financial accounts) No significant investment agreement was signed in the reporting period. Data not being tracked. None
b. The definition used for ‘significant investment agreements’ An agreement that moved the company into a position of ownership in another entity or another capital investment that was material to financial accounts. Not available Not applicable
Local Communities
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   The respect of local communities is paramount to IAMGOLD.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
IAMGOLD strives to ensure that all employees and contractors respect local communities and we strive to ensure our activities have minimal impact on the communities.
c. Any specific limitation regarding the topic Boundary. IAMGOLD strives to ensure that all employees and contractors respect local communities and we strive to ensure our activities have minimal impact on the communities.
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   Governance of relations with communities impacted by our operations is informed by IAMGOLD’s vision of Zero Harm, and is ultimately overseen by the Board of Directors as part of the Safety, Environment and Reserves Committee. This structure ensures that IAMGOLD’s vision of Zero Harm receives appropriate guidance and resources. Our sites each manage their own community relations and development budget. They receive guidance through our Sustainability Policy and, more specifically, through our Sustainability Framework, which give detailed guidance on best practices for community relations and development.
b. A statement of the purpose of the management approach.

When it comes to our host communities, IAMGOLD has an objective to go beyond our Zero Harm initiative and provide tangible betterment to communities. Our goals are to build capacity, foster economic growth, contribute wherever possible to health, education, sport and culture, and to work in partnership with local communities.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

As a company, we incorporate the following global guidelines and standards into our approach to community relations: the International Finance Corporation (IFC), the International Council on Mining and Metals (ICMM), the Canadian Mining Association’s Towards Sustainable Mining (TSM) program, and the Voluntary Principles on Security and Human Rights.

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

IAMGOLD ensures our dedicated Community Relations team has ongoing dialogue with the local community to promote trust and transparency. All our operations also have a grievance mechanism in place to ensure any issues identified are resolved in a timely manner. No significant changes were made in 2017.

413-1 Operations with local community engagement, impact assessments, and development programs DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Percentage of operations with implemented local community engagement, impact assessments, and/or development programs, including the use of:
i. Social impact assessments, including gender impact assessments, based on participatory processes Yes. There were impact assessments done in 2002 and revised in 2004; a perception study was completed in 2014. Currently there is a needs assessment ongoing to capture changes and streamline engagement strategies. See the DREP (Regional Directorate of Economy and Planning) study on the improvement of livelihood conditions, specific socio-economic studies (e.g., RAP 2, RAP 1), and the INSUCO study. None Mali: Not available
Senegal: Not available
Colombia: 4 community meetings with local people of El Zancudo and Sitio Viejo were held; in total 180 people have participated.
Brazil: Not available
Ontario: Not available
Peru: Not available
Quebec: Not available
Suriname: ESIA process ongoing for Saramacca
Burkina Faso: Not available
ii. Environmental impact assessments and ongoing monitoring RGM has conducted an environmental impact assesment and currently there are environmental monitoring programs for wildlife, aquatic life, surface water and groundwater based on the results of that study.

Various BUNEE (National Office of Environmental Assessments) monitoring assignments, ISO 14001 audit

  • Vibration measurement in nearby villages; measurement performed in the presence of the communities
  • Noise measurement
  • Standing committee on pollutants, and expectations from the village development committees of the Falagountou commune
Monitoring is done in accordance with federal and provincial regulation. It is done in compliance with the required time frame. Mali: Not available
Senegal: Not available
Colombia: Followed up on water conditions in the exploration zones, taking two different studies at different times with the objective of gathering data on water quality before and after the drilling process began. We also did some work on restoration of some areas near creeks by planting trees, with the help of the local El Zancudo and Sitio Viejo communities.
Brazil: Not available
Ontario: Not available
Peru: 100%
Quebec: Not available
Suriname: ESIA process ongoing for Saramacca
Burkina Faso: Not available
iii. Public disclosure of results of environmental and social impact assessments Yes. The EIA was done in 2002 and publicized in the same year. Through organizations, such as the Essakane Mine Communication Committee (EMCC), the Falagountou committee on pollutants, the report of the Ministry of Mines, the operational social and environmental management program report The monitoring results are available to the public. Mali: Not available
Senegal: Not available
Colombia: Presentation to environmental authority CORANTIOQUIA of a report about our fulfillment related to environmental practices. The results of the report were presented to the local community during our regular meetings.
Brazil: Not available
Ontario: Not available
Peru: 100%
Quebec: Not available
Suriname: ESIA process ongoing for Saramacca
Burkina Faso: Not available
iv. Local community development programs based on local communities’ needs Yes. Communty development program adjusted to a recent perception study of community and assessment in 2014. We are currently conducting a new needs assessment. Yes, through communal development plans (PCD) and the regional development program (PRD). In collaboration with local populations, this assessment resulted in the identification and prioritization of the investment needs: education, health, agriculture, environment, economic infrastructures, water, supplier capacity-building, support to vulnerable households, sanitation, access to energy Westwood mine is involved in culture, sports, education, and health of local communities. Mali: Not available
Senegal: Not available
Colombia: Not available
Brazil: Not available
Ontario: Not available
Peru: 100%
Quebec: Not available
Suriname: Not available
Burkina Faso: Not available
v. Stakeholder engagement plans based on stakeholder mapping Yes, stakeholder mapping is done regularly in case of changing dynamics, and engagement is done accordingly. Local company development program, program supporting education and professional training for students, teachers and youths, program supporting youth activities (sports and culture), program supporting women’s activities (microcredit, awareness on social evils, etc.), program supporting vulnerable households, program supporting food security, market garden development for the benefit of women, program to provide livestock to vulnerable households, revenue-generating activities for women, the Iron Fund to finance youth and women projects Not available Mali: Not available
Senegal: Not available
Colombia: Numerous meetings with stakeholders and guided visits to the exploration and drill zones to explain the process and answer any questions.
Brazil: Not available
Ontario: Not available
Peru: 100%
Quebec: Not available
Suriname: Not available
Burkina Faso: Not available
vi. Broad based local community consultation committees and processes that include vulnerable groups Yes. We have consultation committees in all COIs with special focus on youth (youth talent development) and women (special training programs) Relocation monitoring committees 1 and 2, EMCC (Essakane Mine Communication Committee), community visits, management visits, CSR report, report to the Ministry of Mines, public inquiries Periodic meetings are established to meet the community. Not available
vii. Works councils, occupational health and safety committees and other worker representation bodies to deal with impacts Consultation committees are within all COIs and function as counterpart for the company. Health, Safety and Environment Committee A health and safety committee has been implemented on the mine site. Mali: Not available
Senegal: Not available
Colombia: Regular community meetings and occupational health and safety committee
Brazil: Not available
Ontario: Not available
Peru: Not available
Quebec: Not available
Suriname: Not available
Burkina Faso: Not available
viii. Formal local community grievance processes Yes. We have an approved grievence mechanism through which all complaints are processed and managed. Yes, there is a grievance management mechanism (grievance procedures and guidelines). Not available Mali: Not available
Senegal: Grievance register
Colombia: Not available
Brazil: Not available
Ontario: Not available
Peru: Not available
Quebec: Not available
Suriname: Not available
Burkina Faso: Not available
413-2 Operations with significant actual and potential negative impacts on local communities DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Operations with significant actual and potential negative impacts on local communities, including:
i. The location of the operations Yes, District of Brokopondo Yes, operations are carried out within the site. Fenced perimeter None Mali: Not available
Senegal: Grievance register
Colombia: Not available
Brazil: Not available
Ontario: Not available
Peru: Not available
Quebec: Chibougamau
Suriname: Not available
Burkina Faso: Not available
ii. If yes, describe the significant actual and potential negative impacts of operations Yes, however all possible impacts are managed carefully through prior engagement and/or scientific evaluation. Impact assessment and management plans are drawn up and implemented to identify and mitigate these impacts. Noise and vibration in one of the pits are clearly noticeable in the closest village. The villagers and the company use the same access road, which causes some excess dust accumulations. Company infrastructure limits access of villagers to hunting, fishing, lumber and ASM areas, due to procedural accommodation.
  • Loss of cultivable lands
  • Generation of dust, noise, and vibration
  • Decrease in water resource
Not applicable Not available
MM6 Number and description of significant disputes relating to land use, customary rights of local communities and Indigenous peoples DETAILS +
Disclosure Required Rosebel Essakane Westwood Exploration
Number of significant disputes relating to land or resource use of local communities and Indigenous peoples associated with current, planned or proposed future operations In the reporting year, we had the ongoing issue regarding SSM access to natural resources. This resulted in a dispute with SSMs in one of our COI: Nw Koffiekamp for an area to mine on the Rosebel Gold Mines concession. None, but the dispute register shows 40 minor disputes. None Not available
Describe the nature of these disputes The dispute was a claim of community members from a nearby village to mine on the property. Detail of the disputes: purchases and services (13), animals (6), blasting impacts (5), fields (4), artisanal small-scale mining (2), employment (2), water (1), well (1), dust (1), but zero grievances on customary rights of Indigenous peoples. Not applicable Not available
Status of the disputes relating to land use, customary rights of local communities and Indigenous peoples The dispute has been settled through a partnership protocol with all relevant stakeholders, namely, village leadership, Government of Suriname, SSM and enforcement agencies. All disputes were processed and closed, except those related to blasting impacts, for which an ad hoc committee was implemented with the communities to find the best solution. Not applicable Not available
Definition of ‘significant dispute’ We define disputes on a scale of 1–5, with level 4 or higher being classified as a "significant" dispute. A level 4 dispute is one which would result in protest, arrests, and/or human rights allegations, while a level 5 dispute would be one which would result in an international court hearing or extreme levels of protest resulting in severe injuries or death.
MM7 The extent to which grievance mechanisms were used to resolve disputes relating to land use, customary rights of local communities and Indigenous peoples, and the outcomes DETAILS +
Disclosure Required Rosebel Essakane Westwood Exploration
What actions were taken to resolve disputes related to land use and customary rights of local communities and Indigenous peoples? There were no disputes in the reporting year with regard to land use. List of assets compiled by an independent organization; implementation of a negotiation committee to achieve compensation agreements involving: replacement of fields, financial compensation, implementation of a livelihood restoration program (plowing, provision of fertilizer and seeds, technical help). There were no disputes in the reporting year with regard to land use. Not available
Were grievance procedures used? Not applicable Yes, the grievance procedure was used. Grievance is received (telephone, meeting, letter, etc.), complainant informed that the grievance will be analyzed, grievance analysis, solution proposition, solution validation, solution implementation, acceptance of solutions implemented, grievance closure. Not applicable Not available
What was the outcome of the procedures used? Not applicable All recorded grievances were processed and the majority were closed. Unresolved grievances are essentially related to blasting impacts, for which an ad hoc committee was implemented with the communities to find the best solution. There are also a few field-related grievances for which the resolution is in progress. Not applicable Not available
Artisanal Small-Scale Mining
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   Artisanal and small-scale mining can be difficult to avoid in areas where public regulation on the matter is minimal or does not exist. IAMGOLD recognizes the negative impacts of these activities and makes efforts to reduce them at our sites.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
This topic is limited to where we have operating sites.
c. Any specific limitation regarding the topic Boundary. This topic is limited to where we have operating sites.
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   IAMGOLD strives to ensure that our operations coexist and operate in harmony with small-scale miners including providing small-scale miners with training on safe methods and safe handling of chemicals. We have a number of agreements in place with small-scale miners globally.
b. A statement of the purpose of the management approach.

The purpose of the approach is to ensure that proper health and safety practices are followed and that the impact to the environment is minimal.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

As a company, we incorporate the following global guidelines and standards into our approach to community relations: the International Finance Corporation (IFC), the International Council on Mining and Metals (ICMM), the Canadian Mining Association’s Towards Sustainable Mining (TSM) program, and the Voluntary Principles on Security and Human Rights.

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

IAMGOLD ensures our dedicated Community Relations team has ongoing dialogue with the local community to promote trust and transparency. All our operations also have a grievance mechanism in place to ensure any issues identified are resolved in a timely manner. No significant changes were made in 2017.

MM8 Number (and percentage) of company operating sites with artisanal and small-scale mining (ASM) taking place on, or adjacent to, the site; describe the associated risks and the actions taken to manage and mitigate these risks. DETAILS +
Disclosure Required Rosebel Essakane Westwood
Identify where ASM takes place on, or adjacent to, the Company's sites, or where it presents risks to the Company’s operations South Royal Hill 4, Tailings area 2, Mayo 2, around Nw Koffiekamp but on the concession 5 We monitor ASM activities around the mine and we provide support to leaders and associations to raise awareness and ensure better sanitation management. Not applicable
Report the number of ASM operations that take place on, or adjacent to, the site and describe the situation There are 13 small-scale mining groups in operation on or adjacent to the operation. The number of groups corresponds to around 100 people. Approximately 5, but it changes often. We have an emergency measures plan in place, which covers the different environmental risks as well as health and safety risks. The emergency measures plan describes the various risks along with measures taken to manage and mitigate them. The plan is reviewed every two years.
Identify the nature of the risks (Answer yes or no to the topics below and provide a brief description, including actions taken to manage and mitigate these risks):
i. Environmental risks (e.g., mercury and cyanide pollution, dumping of tailings into river systems) Risks: Use of mercury, improper waste management within SSM operation.

Mitigation: Limitation of the area and the amount of SSM on the property. Allocation of specially assigned waste and tailings areas. Knowledge sharing with SSM to limit and contain their impact.
Risks: Opening a quarry, drilling deep holes, rockslide, water and air pollution caused by the use of chemicals such as cyanide and mercury.

Mitigation measures: Information and awareness-raising by the ASM association, financially supported by the Company to carry out these prevention activities.
Risks: Not applicable

Mitigation: Not applicable
ii. Risk and access with security teams Risks: No, all areas are accessible.

Mitigation: Not applicable
Risks: Physical or verbal aggression, falling in a hole, difficult access, risks of rockslide in ASM drifts.

Mitigation measures: Information, involvement of community leaders, involvement of ASMs.
Risks: Not applicable

Mitigation: Not applicable
iii. Hazard risks to health Risks: Yes, domestic waste and oil

Mitigation: Allocation of special assigned areas for domestic waste and oil.
Risks: Contamination by pollutants, dust, fall from height that could result in death.

Mitigation measures: Information, involvement of community leaders, involvement of ASMs, support for awareness-raising and better sanitation management, installation of latrines, etc.
Risks: Not applicable

Mitigation: Not applicable
If you stated “yes” to any of the risks above, what actions were taken to manage and mitigate these risks? Ongoing consultations on the collaborative multi-stakeholder platform in which SSM, the government and Rosebel Gold Mine (RGM) are present. Within this setting, alternatives for SSM are discussed. Instances where SSM are tolerated on the RGM concession, signed protocols are implemented to control and mitigate risks identified. This platform also provides the opportunity for constructive engagement with SSM. IAMGOLD encourages the association of artisanal miners to attend awareness-raising sessions on the risks of using chemicals, on child labour and on water pollution. Not applicable
Resettlement
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.   Due to the nature of mining, production activities inherently require land use and alteration. IAMGOLD is committed to resettling our sites in a manner that is both safe and sustainable for the environment and local communities.
b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
IAMGOLD strives to limit resettlement of communities when possible.
c. Any specific limitation regarding the topic Boundary. See above.
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   IAMGOLD's Sustainability Standard outlines the necessity of a closure plan as a portion of each site's required Environmental and Social Impact Assessment. The closure plan must outline the site's proposed strategy for transitioning the site to a stable condition upon cessation of commercial mining activity, and will be developed at the direction of the Corporate Health, Safety, and Sustainability team in coordination with site management and Operations.
b. A statement of the purpose of the management approach.

The purpose of the management approach is to ensure that each site has a comprehensive plan in place for the resettlement of the mining concession that satisfies all requirements of the organization's Closure Standard.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

As a company, we incorporate the following global guidelines and standards into our approach to community relations: the International Finance Corporation (IFC), the International Council on Mining and Metals (ICMM), the Canadian Mining Association’s Towards Sustainable Mining (TSM) program, and the Voluntary Principles on Security and Human Rights. Specifically, our resettlement policy uses IFC guidelines Standard 5 and has comprehensive community engagement guidelines to ensure a participative process for all stakeholders involved.

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

IAMGOLD ensures our dedicated Community Relations team has ongoing dialogue with the local community to promote trust and transparency. All our operations also have a grievance mechanism in place to ensure any issues identified are resolved in a timely manner. No significant changes were made in 2017.

MM9 Sites where resettlements took place, the number of households resettled in each, and how their livelihoods were affected in the process DETAILS +
Disclosure Required Rosebel Essakane Westwood
Did any community resettlement occur? No No No
For each resettlement, please provide the following information:
i. The number of households involved in the resettlement program
If the number is available, how many individuals were involved?
Not applicable
ii. What consultation processes and measures were put in place to re-establish the affected community?
iii. What was the process to mitigate any impacts of relocation?
iv. What were the outcomes in terms of livelihoods, including sustainable land use?
v. Were there significant disputes related to resettlement and the processes employed to resolve outstanding issues? If yes, describe.
Closure Planning
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.  

An economic mining deposit is considered to be finite and active operations will ultimately come to an end. IAMGOLD is committed to responsible mine closure.

Upon closure, some mining components will remain and may permanently alter the pre-existing landforms. These are primarily the tailings management facilities, mine rock piles, and any open pits and/or underground workings. Reclamation efforts are guided towards a suitable end land use as per agreed-upon closure criteria such as physical, chemical and biological stability.

b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
This topic boundary includes all IAMGOLD managed operations. Closure plans for advanced exploration and development projects and closed sites are expected to meet or exceed relevant laws and regulations.
c. Any specific limitation regarding the topic Boundary. Joint venture projects where IAMGOLD is not the operator are not included.
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   Closure plans are required at all IAMGOLD operations. Mine closure plans are updated routinely throughout the life of mine (LOM). Mine closure plans are updated every 5 years for operating sites or as management regulates. Progressive reclamation is strongly encouraged, where feasible.
b. A statement of the purpose of the management approach.

The purpose of management is to:

  • Comply with applicable regulatory requirements;
  • Adequately prepare for a transition from operations into closure to ensure consideration of environmental and social aspects and sufficient funding is secured; and
  • Implement reclamation activities and monitor for effectiveness.
c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

IAMGOLD is developing an internal Closure Standard that elaborates on the closure requirements outlined in the IAMGOLD Sustainability Standard.

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

As a member of the Mining Association of Canada (MAC), IAMGOLD has endorsed the TSM Mine Closure Framework.

Closure plans are currently in the process of being updated at our sites.

MM10 Number and percentage of operations with closure plans DETAILS +
Disclosure Required Rosebel Essakane Westwood
Closure plan (yes/no, date of last update, status) Yes, 2014, update in progress Yes, 2013, update in progress Yes, 2016, active
Percentage of operations with closure plans 100%; mine closure plans are reviewed and updated routinely and help inform the Asset Retirement Obligation (ARO), which is updated on an annual basis at a minimum.
Public Policy
103-1 Explanation of the material topic and its Boundary a. An explanation of why the topic is material.  

As with our host communities, IAMGOLD strives to ensure we have strong relationship through ongoing dialogue with host governments to promote trust and transparency.

b. The Boundary for the material topic, which includes a description of:
i. where the impacts occur;
ii. the organization’s involvement with the impacts. For example, whether the organization has caused or contributed to the impacts, or is directly linked to the impacts through its business relationships.
This topic is limited to our operations and activities.
c. Any specific limitation regarding the topic Boundary. This topic is limited to our operations and activities.
103-2 The management approach and its components  a. An explanation of how the organization manages the topic.   This topic is limited to our operations and activities. As a matter of both principle and policy, IAMGOLD does not make contributions to political parties, politicians or affiliated institutions.
b. A statement of the purpose of the management approach.

No review of management approach for 2017.

c. A description of the following, if the management approach includes that component:
i. Policies
ii. Commitments
iii. Goals and targets
iv. Responsibilities
v. Resources
vi. Grievance mechanisms
vii. Specific actions, such as processes, projects, programs and initiatives

IAMGOLD is developing an internal Closure Standard that elaborates on the closure requirements outlined in the IAMGOLD Sustainability Standard.

103-3 Evaluation of the management approach For each material topic, the reporting organization shall report the following information:
a. An explanation of how the organization evaluates the management approach, including:
i. the mechanisms for evaluating the effectiveness of the management approach;
ii. the results of the evaluation of the management approach;
iii. any related adjustments to the management approach.

As a member of the Mining Association of Canada (MAC), IAMGOLD has endorsed the TSM Mine Closure Framework.

Closure plans are currently in the process of being updated at our sites.

415-1 Political contributions DETAILS +
Disclosure Required Rosebel Essakane Westwood Corporate Exploration
a. Total monetary value of financial and in-kind political contributions made directly and indirectly by the organization, by country and recipient/beneficiary. 0 0 0 0 0
b. If applicable, how the monetary value of in-kind contributions was estimated. Not applicable