Health and Safety

Our objective in health and safety is to ensure that all of our employees and contractors return home to their families at the end of every day healthy and well. We do this by putting management systems in place to make sure our employees are well trained, and our workplaces are safe. We also spend considerable time and energy analyzing our safety culture and behaviour to evaluate how these can be improved.

Creating and maintaining safe workplaces is a shared responsibility. The company, its managers and supervisors, and all employees and contract workers have a role to play in protecting lives and reducing injuries.

Management systems are designed to help prevent accidents, injuries and occupational diseases. We expect all employees and contractors to think about the risks of their work tasks before they begin work so that accidents and injuries can be anticipated and prevented.

We're developing training programs to reinforce this behaviour. We believe we'll realize the benefits in our health and safety performance over time as this approach becomes formalized and it becomes second nature to all employees and contractors.

Safety performance did not improve as much as targeted in 2009, despite improvements in several key trailing indicators. While we met our key criteria of no fatalities, made improvements in both total injury frequency and disabling injury frequency, and had the best injury severity results in our history, our lost-time injury frequency did not improve.

Key Safety Highlights for 2009

• no fatalities at our majority-owned operations
• lost-time injury frequency (LTIF) did not improve
• total injury frequency (TIF) improved by 22 percent
• disabling injury frequency (DIF) improved by 13 percent
• the severity of our workplace disabling injuries decreased by 91 percent and was the best performance in our history 
• medical aid frequency was 2.2 per 200,000 hours worked versus the MASHA rate of 5.3

Download the PDF of our safety performance in 2009.

Environment

One of our core values is to protect the environment by minimizing the impact of our operations. We're committed to the Towards Sustainable Mining (TSM) guiding principles, which include finding ways to minimize the impact of our operations on the environment through all stages of development.

There's no question that mining activities affect air, water, soil and ecosystems. Being a good steward of the environment means mitigating, as much as possible, our impact on the environment and taking appropriate steps to rehabilitate affected areas when our work there is done.

In 2009, Çayeli and Pyhäsalmi implemented water and energy conservation plans, and our development property in Panamá completed most of its environmental impact assessment. Water management and compliance at Las Cruces was challenging as it ramped up operations.

While total energy and water consumption and greenhouse gas emissions were down in 2009 compared to 2008, we were disappointed by a higher number of environmental incidents.

Key Environment Highlights for 2009

• reportable environmental incident frequency increased 133 percent over 2008 (reflecting better reporting and the ramp up of operations at Las Cruces)
• absolute water consumption decreased by 5 percent from 2008, to 13.4 million cubic metres (an intensity reduction of nearly seven percent from 2008 and 10 percent from 2007)
• absolute energy consumption decreased by 24 percent from 2008, to 2.03 million gigajoules (an intensity reduction of 3.3 percent from 2008 and 2.1 percent from 2007)
• absolute greenhouse gas emissions decreased by 26 percent, to about 118,000 tonnes of carbon dioxide equivalent (an intensity decrease of 0.2 percent from 2008 and an increase of 1.9 percent from 2007).

Download the PDF of our environmental performance in 2009

Community Affairs

We continue to maintain a strong commitment to expanding our community affairs activities. We expect our activities to grow as we implement our formal community dialogue and engagement plans at each operation and learn more about the needs and priorities of our communities, and consider those needs and priorities as we establish community development strategies.

Our operations provide socio-economic benefits to the communities where we operate, including employment, skills development, infrastructure improvements and financial contributions to local economies. Making a positive, long-term difference in the lives of people affected by our operations is a key goal for Inmet.

Our community affairs performance is evolving well. This year, we implemented a formal community assessment process at all our operations. Our team in Turkey is moving toward a sustainable community development program that will reduce reliance on the Çayeli mine so the transition will be easier for the community when the mine closes. Much of our progress is the result of leadership by senior management at our operations, who recognize the importance of being good neighbours. Our most concentrated community affairs work is taking place at Cobre Panama.

Key Community Highlights for 2009

• looked for new and better ways to deepen our relationships with communities, and identify and understand their needs
• continued to build our social licence in Panamá through deep, broad-based community relations, and continued investment in community development programs
• used the SEAT process to help us talk to our communities, learn about their priorities, and develop meaningful, relevant development strategies
• continued our commitment to the United Nations Global Compact and began assessing our alignment with the ten principles (see pages 3 and 19)
• sought advice and input from external stakeholders at home in Canada and at our majority-owned properties around the world
• invested in training to develop our employees' skills, advance their careers and keep them safe (18 hours per employee on average in 2009)

Download the PDF of our community activities in 2009

Working at Inmet

As a global mining company, our mission is to be an employer of choice, offering our people rewarding and fulfilling careers and an opportunity to contribute in a meaningful way to the overall growth and success of Inmet.

Our philosophy

At Inmet, we believe that a key factor to our success is the quality and dedication of our employees.

We're committed to upholding a strong ethical approach to how we conduct business. Our focus is on building and enhancing a culture that fosters leadership from all employees. This is the foundation of our leadership charter and our code of business conduct and ethics.

Leadership charter - lists 12 leadership principles that we expect all of our employees to follow. These principles apply to their interactions with other employees, Inmet's shareholders and all other stakeholders.

Code of business conduct and ethics - contains rules and guidelines for ethical behaviour and affirms our commitment to conducting ourselves to the highest standards of honesty and integrity.

We provide a dynamic, team-oriented environment, encouraging the development and enhancement of skills and providing our employees with the opportunity to succeed in achieving their potential.

Attracting, motivating and retaining a skilled and dedicated team is a top priority for managing our future.

Honesty, transparency and integrity are fundamental to the way Inmet operates. Our code of business conduct and ethics is written in plain language so it can be easily understood.

There are many reasons to join Inmet:

Competitive salary and benefit programs*

Providing competitive salary programs and benefit plans is one way that Inmet ensures it's an employer of choice. We've developed salary programs that are competitive and aligned with the knowledge, skills, level of performance and geographical regions where our employees are based. Employees may also participate in benefit programs designed to meet individual and family needs, including health, dental and life insurance coverage.

Where available, employees have access to programs ranging from performance-based incentive pay to retirement savings plans, employee assistance programs and comprehensive relocation assistance.

Enhancing skills and knowledge

We're committed to developing the skills of our people. We work hard to help our employees reach their career objectives by ensuring they have access to learning and development opportunities, ranging from on-the-job training to stretch assignments and formal training programs. We've also introduced educational assistance and access to a training library to help them develop their skills.

Rewarding achievement

The President's Award of Excellence is a recognition program that acknowledges and rewards employees individually, or in teams, for their contributions toward service and commitment and teamwork and innovation, three areas that are key to our ongoing success.

Because fostering strong leadership is critical to our future success, we've integrated the demonstration of our leadership charter attributes into our performance management system.

*Benefits may vary between geographical regions.

Inmet is an equal opportunity employer and we encourage all qualified candidates to apply.
If you're interested in employment opportunities at Inmet, please contact us:

Inmet Mining Corporation
330 Bay Street
Suite 1000
Toronto, Ontario
Canada M5H 2S8
T +1.416.361.6400
F +1.416.368.3710

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