2007 Full Report - Kinross Gold

Compensation and BenefitsOf our global workforce, approximately 42%* are salaried and 58%* receive hourly-basedcompensation. Remuneration usually includes access to extended health coverage,life insurance and other benefits aimed at protecting and enhancing employee healthand well-being.Our employee share purchase plan is available to our Canadian and U.S. employees whenthey have completed six months of service. Employees can contribute up to 10% of theirsalary to the plan, with the company matching up to 50% of each employee’s contribution.Under this plan, the company issued 166,959 shares in 2007 and 151,000 shares in 2006.SA8000 Certificationat ParacatuIn October 2005, Paracatubecame the first companyin the mining sector toreceive SA8000 (SocialAccountability SystemCertification – DetNorskeVeritas). SA8000 certificationis an international standardfor workplace practicesbased on the principles of13 international humanrights conventions. Themine is audited everysix months to ensureit continues to meetcertification requirements.As part of that process,auditors meet withour employees andundertake a comprehensiveevaluation of the mine’sperformance on issuesrelated to employee andcommunity relations,covering areas such asworkplace health andsafety, human rights,freedom of association,child labour, anti-harassmentpolicies and other issues.The certification is validfor three years.The company has a stock option plan for officers and senior management which isdetailed in our 2008 Management Information Circular, available at www.kinross.comand www.sedar.com.The company also administers pension plans. The plans cover substantially all employeesin North America and South America.Human RightsOur corporate responsibility principles articulate Kinross’ commitment to conducting ourbusiness activities in accordance with the protection and promotion of human rights. Throughthe Code of Business Conduct and Ethics, all employees are made aware of, and arerequired to comply with, the company’s anti-discrimination and anti-harassment policies.All of our operations uphold the principle of freedom of association, meaning thatour employees have the right to choose whether they want to belong to a union. Kinrosshas developed positive labour management relations by focusing on win-win approachesto resolving workplace issues. Collective agreements are in place at our South Americanoperations (Maricunga and Paracatu) as well as at the Julietta mine in Russia. In 2007,17% of our worldwide workforce was represented by collective bargaining agreements.Collective agreements will expire in Paracatu in 2009 and Maricunga in 2010.As a regular part of our due diligence process in evaluating potential new investmentsor partnership arrangements, Kinross assesses relevant environmental and socialconsiderations, including potential human rights issues.Our new “Whistleblower” Policy, to be launched in 2008, will provide employees and nonemployeeswith a mechanism to confidentially report any human rights concerns. Reportsreceived will be investigated and, if made in good faith regarding a reportable matter, thefindings of the investigation will be reported to the applicable committee of the KinrossBoard of Directors. Where a report indicates illegal activity or a regulatory breach, a reportmay be made to authorities in the relevant jurisdiction, as appropriate.* As of March 31, 2008.