Our People

We are committed to maintaining a workplace free from harassment and discrimination. To address cases of sexual harassment, we have two dedicated committees: the Intervention Committee, which receives and investigates complaints, and the Human Resources Committee, which determines the outcome. Members of both committees receive specialised training to ensure complaints are handled fairly and effectively.

We also continue to address gender imbalance through a dedicated task force established in 2019. Its initiatives include strengthening family-friendly policies and ensuring appropriate equipment and accommodation for female employees. To achieve our 2030 gender diversity targets, we continue to promote the recruitment, development, training and leadership of women across the organisation.

Our Code of Conduct sets out our commitment to treating employees and contractors fairly and fostering a workplace free from harassment and intimidation. It also defines the standards of behaviour expected of everyone, supported by principles of fair compensation, job security and professional development.

We respect our employees' rights to freedom of association and collective bargaining, in line with our Human Rights Policy and the laws of the countries where we operate. We maintain ongoing dialogue with trade unions, with collective bargaining negotiations taking place at least annually.

We support the right to a living wage, comply with all legal minimum wage requirements, and provide direct employees with a range of financial and non-financial benefits, including pension schemes and paid parental leave. We also promote responsible working hours and ensure compliance with national regulations on working time and overtime.

All direct employees are eligible for annual performance-based bonuses, with ESG performance accounting for 25% of the assessment, including safety, environmental performance through our ECO Score, and external ESG ratings. Our Long-Term Incentive Plan (LTIP) for Executive Directors and selected senior leaders also includes a 25% weighting for performance against 14 sustainability-related indicators, with vested awards invested in Company shares.

We are committed to attracting and retaining a skilled workforce by fostering an engaging, innovative workplace built around our purpose and values. In 2025, nearly 98% of our employees were permanent full-time workers, while overall employee satisfaction, measured through our Working Climate survey, improved from 63% in 2019 to 70% in 2024. During 2025 and 2026, we are implementing initiatives identified through the survey to further strengthen employee engagement.

Our efforts were also recognised externally: in the 2025 Merco Talento ranking, Hochschild placed fourth among 18 mining companies in Peru and 43rd overall among the country's top 100 companies for talent attraction and retention.

The key factors for the continued engagement with, and encouragement of, our employees and their families are a clear sense of partnership and collaboration. We continue to invest in professional development opportunities and maintain favourable working conditions at all sites, reinforcing our commitment to employee wellbeing and growth. 

As part of our continuous improvement approach, we have identified key areas for potential improvement and taken them into consideration for future planning. These include providing clarity around career progression and promotions, strengthening formal and informal recognition programmes, improving communication of financial and non-financial benefits, and enhancing the effectiveness of our channels of communication from the leadership team.

At Hochschild, we foster a culture of continuous learning across all our operations. In addition to extensive mandatory training in health and safety, ethical business conduct, and environmental management, we offer a broad range of development programmes that include soft skills such as leadership and teamwork and technical training tailored to the specific needs of each role and operational area. These training programmes are provided to both employees and contractors. In 2025, our employees received nearly 60,000 hours of training across all three countries where we operate.

To help nurture and develop our future leaders, Hochschild conducts an annual Talent Inventory Review to identify high potential individuals within the organisation, as well as to recognise and assess development opportunities, and to build robust internal succession plans for talented employees to eventually assume leadership roles. These succession plans include the Company’s support for their further education through degree programs and certifications.

We strive to promote innovation in all aspects of our business to increase productivity and resource efficiency, improve worker safety, and reduce our impact on the environment. 

Our focus on adopting innovative technologies has strengthened operational performance across our mine sites. Recent initiatives include improvements in water recirculation at San Jose, technological enhancements to personnel transport systems in Peru, and the collaboration with Boston Consulting Group to maximise the Inmaculada and San Jose plants’ production capacity. These efforts have supported greater efficiency, better monitoring, and more reliable production. 

Innovation is also driven from within the organisation through our Innova platform, which enables employees at all levels to submit innovative ideas. Further details of the Innova platform are presented in the Case Studies below.