OUR APPROACH TO EMPOWERING OUR PEOPLE
Our people are key to our business success and the positive impact we make on the planet and society. By fostering a supportive and empowering working environment, we can improve employee satisfaction, offer better and more equal employee opportunities, and improve retention rates.
As part of our corporate purpose, we aspire to provide a safe and healthy workplace environment that, above all, promotes a healthy work-life balance and demonstrates inclusion.
Q1 2026 Highlights
11.2%
Women in the workforce
2025: 10.6%
17.4%
Women in leadership roles
2025: 17.6%
Empowering our people focus areas
Diversity, Equity and Inclusion
At Hochschild, diversity, inclusion, and a safe work environment that promotes equal opportunities for all are fundamental to the sustainability of our company and to our corporate purpose. We are committed to respecting human rights and promoting diversity and inclusion. As such, we reject any acts of discrimination that are based on race, gender, religion, ethnicity, age or any other distinguishing characteristic or trait.
We strive to maintain a workplace free from harassment and discrimination that is based on any grounds.
We have two specialised committees to specifically address cases of sexual harassment: The Intervention Committee, responsible for receiving and investigating complaints and issuing a report; and the Human Resources Committee, which makes the final decision on the complaint. The Committees receive training in handling reports and incidents of harassment in the workplace.
We continue to address gender imbalance across our workforce through a dedicated task force, established in 2019. The group drives action, for example, by enhancing family-friendly policies and ensuring the provision of suitable equipment and accommodation for female workers. To achieve our 2030 gender diversity targets, we will continue, each year, to promote the participation, education, training, development, and leadership of women within our organization.
Labour Relations
Our Code of Conduct sets out our undertakings to treat all employees and contractors fairly and to create a workplace that is free of harassment or intimidation. It also outlines the behaviour expected of our workers to contribute to and uphold a safe and collaborative working culture. Our principles and practices related to fair compensation, job security, and professional development opportunities underpin our relations with our workforce.
We acknowledge the rights of our employees to join organisations that protect and support their interests. This includes supporting the right to freedom of association and collective bargaining, in accordance with the laws and regulations of the countries in which we operate, and as outlined in our Human Rights Policy.
Communication with trade unions is continuous and collective bargaining negotiations are conducted at least once a year.
Recruitment, Retention and Engagement
Recruitment
We are committed to attracting and retaining a skilled workforce by creating a workplace that is engaging, innovative, and defined by our corporate purpose and values. In 2025, nearly 98% of our employees were permanent full-time workers.
Additionally, we saw a material improvement in overall worker satisfaction, as measured by our most recent Working Climate survey, from 63% in 2019 to 70% in 2024. Throughout 2025 and 2026, we are working to implement the actions that have been identified to build on this strong foundation.
In the 2025 Merco Talento ranking, Hochschild was ranked 4th among 18 mining sector companies in Peru and placed 43rd out of top 100 companies in Peru based on our talent retention and attraction efforts.
Engagement
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.
Compensation and benefits
At Hochschild, we support the right to a living wage and comply with the minimum wage required by law. We provide financial benefits such as pension schemes and non-financial benefits, including paid parental leave for all direct employees. We also seek to prevent excessive working hours and ensure full compliance with national regulations on working hours and overtime.
Our performance-based incentive scheme covers all direct employees through annual bonus schemes. Company performance goals feed into the annual review and bonus schemes, including ESG-related matters, with a 25% weighting. This is broken down as follows: 15% weighting related to safety; 5% weighting for environmental performance measured through our ECO Score; and 5% weighting linked to external ESG ratings.
In addition, the Long-Term Incentive Plan (LTIP) covers Executive Directors and selected senior management positions through profit-sharing, with vested LTIP awards invested in Company shares. Performance against 14 sustainability-related indicators is embedded in the LTIP with a 25% weighting.
Training
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.
Leadership
At Hochschild, we foster a culture of continuous learning across all our operations. In addition to extensive mandatory training in health and safety, human rights and 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.
Innovations through technological solutions
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 in San Jose, technological enhancements to personnel transport systems in Peru, and the collaboration with Boston Consulting Group (BCG) 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.
Contribution to the SDGs
