SAFE, INCLUSIVE & INNOVATIVE OPERATIONS
OUR COMMITMENT TO SAFE, INCLUSIVE AND INNOVATIVE OPERATIONS
People are at the core of our business. By keeping our people safe, providing well-paid jobs and fostering inclusivity and diversity in our workforce, our operations contribute to the social and economic development of the communities in which we work.
HEALTH AND SAFETY
Protecting the health and safety of our employees, contractors, suppliers and communities is a cornerstone of our operating philosophy. We are focused on driving an engaged positive culture, as part of our commitment to eliminating fatalities, serious injuries and occupational diseases.
Health and safety accountability is embedded across our operations and supported by senior management oversight. Site management is responsible for the day-to-day implementation and monitoring of health and safety management systems, with performance reviewed at the corporate level. Ultimate accountability for health and safety rests with the Chief Executive Officer, with oversight provided by the Board of Directors through its Sustainability Committee, which reviews health and safety performance and related matters on a regular basis.
Over the past few years, changes have been made to health and safety practices, with increased attention on identifying hazards with the potential to cause serious injuries or fatalities and effective management of risks. We've advanced our Courageous Safety Leadership program across our operations to empower our workforce to personally commit to strong health and safety practices, supporting our vision of everyone going home healthy and safe every day.
Our Golden Rules cover high-risk activities, providing requirements for all personnel to follow. We've been able to use our Golden Rules to facilitate engagements on site with employees and contractors to improve understanding of inherent risks.
THE GOLDEN RULES COVER:
Driving Safety
PPE
Fit for Work
Tools and Equipment
Work Permits
Ground Stability
Lifting, Rigging and Hoisting
Working at Height
Energy Isolation
Hazardous Substances
Strengthening Our Safety Culture
We foster a culture of health and safety where each individual values both their wellbeing and the wellbeing of those around them. This culture allows for our policies, procedures, and systems to be implemented effectively and leads to safety-conscious behaviour.
Engagements between site management teams and front-line workers are targeted toward priority safety topics, such as proper use of tools and equipment and opportunities for enhancing our working environment. These discussions aim to increase awareness and understanding of safety objectives across the organization. In demonstration of this sense of shared responsibility, phase one of our Global Inclusion Survey previously conducted across operations in Canada and Türkiye indicated that 91% of our employees feel comfortable voicing concerns or making suggestions about workplace health and safety.
Health and Safety Training
New recruits and interns at our facilities undergo training on safety, incident prevention, environmental stewardship and Company procedures, among other topics. We routinely conduct safety training to address new and ongoing risks across our sites. Ongoing training priorities are defined based on job requirements, performance evaluation notes and legal requirements. Even at sites with a long mining history and a well-established mining workforce, such as Kışladağ and Efemçukuru, we see the benefits of refresher training to improve employee capacity, productivity and health and safety performance as a necessary part of our approach.
In 2025, training hours for employees and contractors increased by approximately 30%, reflecting a targeted, risk-based investment in workforce capability as operational activity and project complexity increased across the Group. On average, this represented approximately 21 hours of health and safety training per person, with a clear focus on higher-risk activities and operational readiness.
In Greece, health and safety training more than doubled as construction advanced at the Skouries development project, ensuring teams were appropriately prepared for evolving construction-phase risks. In Türkiye, training hours increased by 24%, with a strong emphasis on both foundational safety practices and specialized, high-risk training, including emergency response, fire and explosion preparedness, hazardous materials handling (HAZMAT), confined-space and high-angle rescue, defensive and off-road driving, cyanide awareness, emergency equipment operation, and medical and hazard-specific programs.
To further support organizational learning, we've introduced Incident Cause Analysis Method (ICAM) lead investigator training for each of our sites. Our lead investigators manage high-potential and serious incident investigations with site teams to determine key contributing factors and recommendations for recurrence prevention and risk reduction.
We remain committed to sustained investment in workplace training as a critical enabler of safe operations, effective risk management, and the achievement of our operational and production objectives.
COURAGEOUS SAFETY LEADERSHIP
Contractor Safety
We apply the same health and safety standards to contractors working at our sites as we do to our employees. Contractor safety expectations are communicated early in the procurement process and are embedded in tender documentation, project scopes, and contractual agreements. These requirements are designed to prevent injuries and occupational illnesses, protect people and assets, and ensure work is performed in alignment with our safety standards.
Our relationship with contractors is managed through our Supplier Code of Conduct and Health and Safety Policy, which sets out our expectations of suppliers doing work on our behalf, including compliance with our minimum standards for health and safety and fostering a culture of safety toward eliminating fatalities, serious injuries and occupational diseases. Prior to commencing work, site based contractors must complete mandatory safety induction and training relevant to the scope of their activities.
Contractor safety performance is managed through ongoing supervision, inspections, and engagement. Where unsafe practices are identified, work may be stopped until corrective actions are implemented. Contractor health and safety performance is monitored as part of our overall safety management system and informs continuous improvement efforts across our operations.
Health and Safety Beyond the Mine
In our activities, we also consider local stakeholders’ health and safety. As we transport materials to and from mine sites, the safety of our workers relates directly to the safety of local communities and neighbours. We require our workers and contractors to adhere to all local transportation laws and regulations. An important part of being a responsible operator and a good neighbour is respecting common areas outside of our site boundaries (such as roadways), and we are committed to transportation safety.
To promote health and safety in the communities near our operations, our sites have both formal and informal aid-assistance programs in which our emergency response teams help in community emergencies. We offer health programs at our sites for employees and contractors, including basic medical treatments, immunizations and medical check-ups. At some sites, like Efemçukuru, local community members are welcome to visit our physicians to receive check-ups free of charge, while we support access to health care off site across our operating regions. During 2025, a total of 536 medical services were provided to the local community by the Workplace Health Unit.
Gold Award for Crisis Management
EMERGENCY PREPAREDNESS
By planning for emergencies, we identify, prioritize and implement controls for potential hazards at our sites. Emergency plans help to safeguard our people, the environment and local communities. Each mine site maintains Emergency Response Plans to help to safeguard our people, the environment and local communities. Our operating regions also have crisis management plans in place and are working to ensure consistency with Mining Association of Canada's TSM Crisis Management and Communications Planning Protocol.
Across our operations, we have established emergency response teams composed of employees with additional training in emergency protocols, procedures and equipment. The emergency response programs include extensive emergency drills and training, such as mine rescue drills, fire drills, CPR first-aid training and training in the use of hazardous materials suits and other safety equipment.
Annually, our mine rescue teams in Türkiye participate in a mine rescue competition through the Turkish Miners Association. The team has been recognized as the Best Mine Rescue Team and Best Team in hazmat through a series of challenges throughout the competition. To support the ramp-up of Skouries, our mine rescue team from Türkiye has been training teams in Greece to prepare for full operations in 2026.
Our emergency response teams also maintain close working relationships with community-based emergency responders and provide additional support and resources to them in the event of a serious off-site incident. In cases of natural disasters and irregular weather events, such as floods and forest fires, which may become more frequent due to climate change, our emergency responders are prepared to assist community-based response teams to protect our workers, assets and neighbours.
INCLUSIVE DIVERSITY
We believe diverse and inclusive teams are a competitive advantage for Eldorado. We recognize and seek to foster diversity of identity and cognitive diversity across our organization. This includes gender, race, ethnicity, language, sexual preference, geography, religion, disability, age and any other demographic characteristics that, in combination, define our sense of individual identity.
Cognitive diversity is also essential in mining, which often requires specialized skills and expertise; this form of diversity includes our background, acquired skills, knowledge, experiences and other attributes that influence our thinking, decision-making and performance. Actively including diverse people, perspectives and ideas is critical to our business and our ability to create shared value.
Diversity in Leadership
Eldorado’s Diversity Policy was last updated in 2023, including aspirational targets to:
- Maintain a minimum of 30% women directors on our Board;
- Maintain a minimum of 30% women on our senior management team;
- Maintain at least an additional 10% of directors on our Board be represented by one or more designated groups (beyond women) as defined in the policy; and
- Maintain at least an additional 10% of our senior management team be represented by one or more designated groups (beyond women) as defined in the policy.
We define designated groups as women, Indigenous peoples (First Nations, Inuit and Métis), visible minorities, persons with disabilities and LGBTQIA2S+1. We first exceeded our aspirational targets at the Board level in April 2023.
Inclusive Diversity in Our Workforce
Everywhere we operate, we recognize and seek to foster diversity of identity and cognitive diversity.
We recognize our industry can do more to attract and retain women, in particular. We are committed to fostering opportunities for women to enter the mining industry and continue to work to develop opportunities for women across our organization. Our global workforce has grown significantly in 2025 following successful recruitment campaigns to prepare use for production at Skouries and to support growth in other areas.
In 2025, our female hire rate was 25% across our global operations, resulting in a steady female representation in our workforce of 14%. Female hiring was strongest among early- and mid-career roles and varied by region, with higher representation in certain professional labour markets and lower representation in site-based operational and skilled trade roles, reflecting broader industry workforce demographics and labour market constraints. To support continued progress, we continue to actively work on strengthening a number of recruitment and retention programs across our regions in which we work, including identifying and addressing opportunities to reduce bias in the hiring process; proactively enhancing how we look for diverse talent through posting platforms, hiring agencies and partnerships, such as IWiM and other programs targeting women in STEM; and building training and development programs to further create capacity and capability. This is a direct reflection of our commitment to supporting gender diversity and fostering employment opportunities for women in mining.
In 2025, we refreshed our Inclusive Diversity Strategy, focused on four key pillars: executive advocacy and accountability, engineering equity into workplace processes, experiencing equity and inclusion, and localized equity, diversity and inclusion (EDI) leader-led efforts. Specific to each of our sites, we advanced our regional Inclusive Diversity Roadmaps to foster a culture of inclusion, improve diverse representation in the workforce and reduce bias in everyday processes. This included enhancing communication and feedback mechanisms, providing targeted training and development opportunities, implementing talent management systems, and introducing trauma-informed protocols for human resources and other practitioners involved in workplace management and investigations. We also initiated the implementation of a new Human Capital Management System (HCMS) for all our employees to support workforce management, inclusive of attraction, development, and retention, across Eldorado. we conduct regular gender pay equity reviews using third-party analytics software to identify any unintended and systemic bias in our compensation process.
We foster key partnerships with third-party organizations to advance inclusive diversity within our supply chain and across our workforce. Through the Artemis Project, we support connection with women-led businesses related to mining to accelerate collaboration, innovation and entrepreneurship for better business outcomes. As an International Women in Mining (IWiM) Advocate, we create career leadership opportunities for women in our operations through mentorship.
- Establish a new health and wellness committee in Québec, promoting healthy lifestyles and wellbeing in the workplace.
- Introduced additional channels for worker grievances and management of workplace investigations, in support of our global respectful workplace policy.
- Enhance our listening and employee voice approach through optimized labor relations committees, department level engagement on survey results using a proximity strategy, and targeted workshops on unconscious bias and prejudice.
- Launched the Women 4 Change initiative, through WHEN (formerly Women on Top) in collaboration with the World Gold Council. This program aims to empower women in regional Greece and support their professional development.
- Enhanced representation of women in mining in operational roles, particularly with ramp up from Skouries.
- Provided training seminars and leadership-focused opportunities to enhance awareness and understanding of diversity, equity and inclusion.
Innovation
Innovation and technology are central to how we operate, shaping everything from exploration to day-to-day sustainability practices.
Enhancing Safety Through Tele-Remote and Automated Mining Systems
In 2025, we progressed use of tele‑remote technology by further expanding teleoperation and automation at the Lamaque Complex. Remote mucking is being used at Olympias where operators transitioned to controlling equipment from safe, above‑ground locations. The updated system now enables remote control of seven loaders and three ore transport trucks, reducing worker exposure to higher‑risk zones while improving equipment efficiency and maintaining consistent operational performance.
At Skouries, we introduced tele-remote and autonomous or semi-autonomous drilling. Two tele-remote production drills were used underground on test stopes drilled out in late 2025. In the open pit, two autonomous Epiroc Pit Viper drills were purchased for surface production drilling.
Semi-autonomous drilling has also been a focus at Efemçukuru, with one drill being put into operation in 2025 and a second in 2026. Across our operations, tele-remote and autonomous equipment is regularly evaluated against conventional technology as a core facet of our operational technology strategy.
VR/AR Safety Training In Greece
We strengthened worker safety capabilities in 2025 by introducing virtual reality (VR) and augmented reality (AR) training programs at our operations in Greece, providing immersive, scenario‑based learning environments that improve hazard recognition, enhance workforce preparedness, and reduce the risks associated with real‑world training activities.
Teams are able to practice mine rescue scenarios, underground vehicle maneuvering and emergency response, along with virtual walkthroughs of underground simulations of our Olympias operation.
Advancing Safe and Sustainable Trailings Practices
We continued to focus on mine waste safety, efficient water recycling and environmental performance in 2025 through filtered tailings technology across many of its operations, including Efemçukuru in Türkiye, the Kokkinolakkas facility serving Olympias in Greece, and the planned implementation at Skouries. By removing up to 90% of water from tailings, this approach produces a stable, sand‑like material that enhances geotechnical safety, significantly reduces water consumption through increased recycling, and lowers the overall environmental footprint by as much as 40% at Skouries (compared to the original wet tailings design). It also allows Skouries to operate with a single tailings management facility and supports progressive reclamation, enabling earlier land restoration and reducing long‑term disturbance. More information about filtered tailings can be found in the Tailings Management section of this report.
Electrifying Our Underground Fleet
The Lamaque Complex is evolving with the deployment of an expanded fleet of battery‑electric equipment, an approach that is consistent with the complex’s evolution and the progressive development of the Ormaque Project. By the end of 2026, the Lamaque Mining Complex will operate a total of twelve battery‑electric units, including seven Sandvik TH550B battery‑electric haul trucks and five Toro® LH518iB battery‑electric loaders. This initiative demonstrates a strong commitment to improving the site’s environmental performance, reducing greenhouse gas emissions, and optimizing underground productivity.
In partnership with the NeuroLeadership Institute, we apply tools and training backed by neuroscience to help leaders practice inclusion, speak up productively and mitigate bias.
We are a proud sponsor of Artemis Project, an organization that brings together women-led businesses related to mining to accelerate collaboration, innovation and entrepreneurship for better business outcomes.
Eldorado is proud to be a Silver Partner of International Women in Mining (IWiM) as part of our commitment to foster career and leadership opportunities for women in our workforce.
We have been working to speak openly and destigmatize mental health through “Not Myself Today."
Eldorado is a participant in SHARE, a European Union sponsored project focused on promoting gender equality, inclusive culture and work-life balance.
OTHER SUSTAINABILITY PILLARS
Responsibly Produced Products
Eldorado is committed to responsibly producing gold and other metals that offer a wide range of uses. Our products advance sustainable development and contribute to economic growth around the world.
Engaged & Prosperous Communities
From the initial stages of exploration to the eventual reclamation and rehabilitation of a mine site, Eldorado relies on the relationships we have with our stakeholders to work toward socially inclusive and sustainable development.
Healthy Environments Now & for the Future
We carefully plan, design and build operations to mitigate our environmental impacts, and work with host communities and governments to ensure that our operations meet acceptable standards of practice and adhere to regulations.