Employees

In our approach to human resource development, we aim to attract and retain the very best professionals by providing an inclusive, fair and enabling working environment. We are continuously looking to develop our stable, loyal and motivated employee base.

Each year, we identify and assess risks across the Group and develop detailed programmes to help us reduce these risks. We have identified key human capital risks which are lack of skilled workforce with mining experience and labour shortage in long-term.

To reduce the risks, we invest in training and development, hold in-house Scientific and Industrial Conference, maintain Talent Pool, self-nomination programme and other development programs for target groups. Moreover, we collaborate with leading universities and technical colleges to attract talented students via targeted internships followed by recruitment, we also hold professional contests and provide mentorships.

Who is responsible

We employ more than 10,000 people across the Group’s production, exploration, research, development, design, logistics and management activities. Most of those working in extraction and exploration work on a fly-in-fly-out basis, due to the demanding nature of the work and the remote locations of many sites.

In support of our efforts to reduce employee turnover and promote mobility of the workforce across operations, we established the Polymetal Human Resources Committee, whose main responsibility is to plan staff rotations and fill key positions within the Company. Rotations into these positions are based on candidates’ performance and qualifications, as determined by the Committee. Now we are able to manage and plan rotations in line with stakeholders’ views and expectations, and in a way that best meets the operational and commercial needs of the Company.

We believe that workforce diversity is a strength and we are deeply committed to equal opportunities and terms of employment. We actively recruit people on merit, eliminating any discrimination on the grounds of race, skin colour, gender, religion, political opinions, nationality or social origin. In particular, we aim to create the conditions for the greater inclusion of women within our workforce and leadership.

Find out more in Policy on Staff and Management Diversity.

We invest in training and development to enhance the capabilities of our people. Our training programmes are designed to create the workforce we need to meet our operational and strategic goals, and to offer our employees opportunities for career progression.

By 2020 we aim to increase share of employees trained in-house up to 70%.

To meet this need, in 2012 we developed our own digital training hub — the Mining IT Centre. This enables us to train our people more effectively in all internal IT processes, systems and software, and to explore training opportunities that can meet their individual needs. We could reach significant results, in 2016 share of employees trained in-house was 62%.

We strongly believe in acknowledging and rewarding our employees’ achievements. We offer competitive and fair rates of pay and benefits to ensure we can attract and retain the best people. Our levels of salary and remuneration exceed regional averages in all our areas of operation, while our long-term incentives are linked to employees’ performance and potential.

We continue to demonstrate our deep commitment to our employees. Despite macroeconomic headwinds, we sustain stable wage growth across the Group in line with inflation, maintaining our position as an attractive employer in the labour market in the regions where we operate.

Find out more in Human rights policy.