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Our Approach to People
Our Approach to People
Local Hiring
NOVAGOLD prioritizes the recruitment of local talent whenever possible, emphasizing education and training opportunities to empower community members with the skills necessary to join our team and advance their careers. Job creation stands as one of our paramount commitments, contributing significantly to the economic development and overall well-being of the regions where operations take place.
The Company’s belief in recruiting locally extends to senior roles, recognizing the value of local knowledge and expertise in enhancing our business operations. At Donlin Gold, the highest level of management includes positions such as General Manager, Human Resources Manager, Project Manager, External Affairs Manager, Administration Manager, and Environmental and Permitting Manager, all of whom reside in Alaska. Donlin Gold is dedicated to identifying and nurturing local skills, offering opportunities for growth and development. In communities less acquainted with mining, proactive measures are taken to train employees, equipping them with valuable and transferable skills that leave a positive legacy beyond their tenure with Donlin Gold. There is immense pride in achieving exceptionally high rates of local employment, underscoring the commitment to the sustainable development of the Y-K communities.
Diversity, Equity, Inclusion
NOVAGOLD’s commitment to diversity, equity, and inclusion (DEI) is embedded in the selection process for executive and other positions, guided by our DEI Statement and the Code of Business Conduct and Ethics. Discrimination and harassment are staunchly prohibited in all aspects of employment, considering factors such as race, color, religion, ancestry, national origin, ethnicity, age, gender, pregnancy, genetic information, marital status, parenthood, disability, veteran status, sexual orientation, gender identity, gender expression, or any other protected status.
Acknowledging the significance of diversity in gender, race, ethnic origin, business skills, and experience, NOVAGOLD’s Board and management prioritize a comprehensive evaluation of candidates for executive positions. The primary goal is to ensure a well-rounded mix of skills, experience, and capacity essential for success.
As integral partners in this journey of business growth and sustainability, our people form a robust foundation supporting our performance. NOVAGOLD recognizes that a positive and inspiring workplace is key to attracting, retaining, and motivating top talent. Fully engaged teams contribute better ideas and results, ultimately enhancing value for all stakeholders.
Employment Benefits
In an industry facing a skilled labor shortage amid rising gold demand, strategic investments in talent acquisition are paramount. NOVAGOLD aspires to be an employer of choice by offering competitive pay and benefits, cultivating a culture of inclusivity and fairness, and upholding the highest principles to respect the rights of our employees. Our commitment extends to providing training programs that create opportunities for community members seeking to join our team.
NOVAGOLD and Donlin Gold conduct annual evaluations for all employees, encompassing performance and career development assessments across the entire company. These evaluations involve a structured review process, during which managers evaluate the work performance and conduct of employees against established targets, key performance indicators (KPIs), and parameters for the given performance period.
Both NOVAGOLD and Donlin Gold are committed to providing fair and living wages to all its employees and ensuring compliance with applicable laws regarding compensation. The pay practices follow local legislation, and include competitive compensation for employees, without gender distinction. Additionally, highly qualified executive officers are recruited and retained by offering overall compensation competitive with that of comparable positions at peer companies. Employees are incentivized to achieve important corporate and individual performance objectives and are rewarded accordingly. Moreover, at NOVAGOLD executive officers’ interests are aligned with shareholders through participation in the Company’s stock-based compensation plans.
Furthermore, dedication extends to the prohibition of child labor and all forms of modern slavery, encompassing forced labor and human trafficking. Adhering to local working hours legislation, NOVAGOLD complies with the applicable regulations in the areas where corporate offices and sites operate, spanning Vancouver, Canada; Salt Lake City, USA; and Anchorage, USA. This holistic strategy underscores our commitment to creating a workplace environment that upholds the highest ethical standards and values the well-being and dignity of every member of this diverse workforce.
Oversight
The Director of Human Resources has overall responsibility for employment matters at NOVAGOLD corporate offices. The Compensation Committee of the Board oversees the Company’s performance regarding human resources. The Human Resources Manager at Donlin Gold is specifically tasked with hiring and employment-related duties. At the operational level of the Donlin Gold project site, daily workforce responsibilities are overseen by the General Manager.
With a total workforce exceeding 60 individuals at Donlin Gold, the commitment is unwavering in fostering corporate and site operations that are free from discrimination and abusive practices, ensuring every employee and contractor receives respectful treatment. NOVAGOLD actively seeks to maintain a workplace that aligns with its values by hiring individuals who share the commitment to these principles.
This comprehensive approach includes the establishment of policies, ongoing training on anti-harassment and anti-discrimination, and implementing a robust complaint reporting process, including a Whistleblower hotline, and targeted training programs addressing behaviors inconsistent with our values.
NOVAGOLD adopts a practical approach to disclosing ESG and sustainability performance, sharing benchmarks considered the most pertinent indicators of these achievements. The commitment extends to maintaining robust corporate governance practices, ensuring alignment with company objectives, and upholding the trust of shareholders, employees, regulatory bodies, market participants, and other stakeholders.