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Empowering every employee to be their best, affording every employee the opportunity to make a difference, and giving every employee a chance to be heard are core NOVAGOLD values. Selection of individuals for executive and other positions within the company is guided by NOVAGOLD’s Diversity, Equity and Inclusion (DEI) Statement, and the company’s Code of Business Conduct and Ethics, which prohibits discrimination and harassment in any aspect of employment based on race, color, religion, ancestry, national origin, ethnicity, age, gender, pregnancy, genetic information (including of a family member), marital status, parenthood, disability, veteran status, sexual orientation, gender identity, gender expression, or other protected status. NOVAGOLD’s Board and management acknowledge the importance of all aspects of diversity including gender, race, ethnic origin, business skills, and experience, because it is good for our business. When considering candidates for executive positions, the Board’s evaluation considers the broadest possible assessment of each candidate’s skills and background. Our overriding objective is to ensure that we have the appropriate balance of skills, experience, and capacity that the company needs to be successful.

“Donlin Gold understands the importance local hire plays in the project and looks forward to continuing to provide well-paying jobs in the region that offer training opportunities and the potential for upward mobility. The types of positions we offer support the traditional lifestyles that many of our employees live, which helps strengthen our ties to the people in the region. We strive to be a good partner in all aspects of the project and plan to provide these opportunities for the life of Donlin Gold”

Shaun Tygart
Human Resources Manager
Donlin Gold LLC

In January 2022, NOVAGOLD’s Board adopted a DEI Policy to formalize a framework for inclusion and to promote diversity on the Board. The DEI Policy states that diversity, for purposes of Board composition, includes, but is not limited to, business and industry skills and experience, gender, ethnicity, and age. The DEI policy also sets out the Board’s DEI principles and a process to achieve the Board’s diversity aspirations.

At the Donlin Gold project level, our human rights values are defined through ongoing engagement with key regional stakeholders, including through community meetings, surveys, subsistence and socio-economic advisory committees, and regular dialogue with our employees, Alaska Native Corporation partners, contractors, and suppliers. For both NOVAGOLD and Donlin Gold, informal dialogue with stakeholders on human rights performance occurs on a regular basis.

Selection of individuals for all positions with NOVAGOLD is also guided by our Code of Business Conduct and Ethics, a policy that prohibits discrimination in any aspect of employment based on race, color, or religion, including those hired through contractors. Our relationships and support of each other are key in all our activities. Empowerment of all employees to be their best enables each of us to make a difference and gives everyone a chance to be heard. These values extend to the communities in which we work; our employees are encouraged and supported to give back to their communities when volunteering locally, either with their professional organizations or through non-profit community organizations.

NOVAGOLD also supports applicable principles and commitments in the International Council on Mining & Metals’ (ICMM’s) Position Statement on Mining and Indigenous Peoples, which promotes constructive relationships between the mining and metals industry and local Indigenous peoples based on respect, meaningful engagement, and mutual benefit.


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