The health and safety of our employees and third parties is a priority for Collahuasi. Only when sufficient controls have been established to eliminate or mitigate risks that may affect individuals can we advance toward achieving business objectives. To this end, we apply the Risk Management Cycle (CGR) in all operational processes, which establishes controls for health and safety protection through tools such as Ground Risk Management Reports (GRT), Safe Shift Internal Meetings (RITUS), and Verification and Authorization of Safe Work (VATS), which are constantly analyzed to verify compliance with the CGR and its effectiveness.

To continuously improve our controls, we conduct thorough monitoring of key early warning and safety indicators, such as the frequency rate (IF) and the severity index (IG), as well as preventive indicators in the health sphere, expressed in terms of personnel reliability and health risk levels. This system covers 100% of the workforce, both employees and contractors, with the Health and Safety areas serving as its guarantors.

Workplace Safety

Collahuasi maintains a systematic and strict application of the CGR and its tools, focusing on controlling potential energies—especially kinetic and gravitational energies—and the ongoing use of Change Management in Processes (GCP) to plan activities in response to unforeseen events. One of the main challenges has been controlling risks during maintenance activities. We highlight advancements in the digitization of the risk matrix with a view to applying artificial intelligence in its management.

Health and Well-Being

Collahuasi has a support network for the care of employees and third parties, whether for common illnesses or work-related accidents. This network consists of five clinics—one at the Puerto Collahuasi site and four in the Cordillera—operating year-round without interruption. Its staff includes doctors, nurses, nutritionists, and physiotherapists. Additionally, we have clinical laboratories and occupational health examination evaluation systems that operate daily. There are also gyms, cycling circuits, and courts for paddle, soccer, and basketball to promote a healthy lifestyle and sports.

For Collahuasi, people are a cornerstone of our business strategy, and in this regard, effective management includes encouraging employees to engage with the Company’s challenges.

Maintaining a fluid and transparent relationship with the company’s unions—Operators Union No. 1 and Supervisors Union No. 2—is crucial for achieving our objectives. Therefore, we value union representation not only as a labor right but as an opportunity to strengthen ties, align intentions, and identify areas for improvement.

The company also ensures compliance with labor laws within our contractor companies by having a dedicated team to monitor and promote solutions in this area, always respecting the direct relationship between the companies and their personnel.

Part of the objectives of the Labor Relations department includes managing the alignment and motivation of our employees through internal communications developed across various channels (in-person, digital, audiovisual, radio, among others) to ensure that everyone is properly informed.

One of the company’s main objectives is to have teams aligned with the key initiatives it drives, as well as ensuring they are prepared to tackle current and future challenges.

A key focus of our people management strategy is identifying the capabilities that the company’s key personnel must possess over the next decade, as well as evaluating the potential of current employees. To achieve this, the company has implemented a talent management program that encompasses two subprocesses—performance potential and succession—and is applied to various levels: executives, supervisors, and operators and maintenance personnel.

Internal Training Programs

The training programs are aimed at developing the skills and competencies necessary for the future challenges facing Collahuasi, while also aligning employees and contractors with the transformations the company is implementing, particularly those related to digitalization and the integration of new technologies based on artificial intelligence.

The company has continued to implement training programs for apprentices and operators in training, focusing on attracting young talent from Tarapacá and linking the operational needs of the company with the work carried out by the Collahuasi Educational Foundation.

Collahuasi has defined diversity and inclusion as one of the four strategic initiatives for the five-year period aimed at capturing value for the business in the dimensions of productivity and sustainability. The Process Transformation Committee leads the initiatives of the management plan in this area, which includes actions to create a diverse organizational culture, with respectful, inclusive, and discrimination-free spaces, focusing on gender equality, the labor inclusion of people with disabilities, and community, cultural, sexual, and generational diversity.

As a result, Collahuasi’s Gender Equality Policy has expanded into a Diversity and Inclusion Policy, and this pillar has been included in the company’s performance agreement with its shareholders.

To raise awareness among employees on the defined diversity focuses in the strategy, eliminate sexist treatment, and promote respectful and inclusive relationships, Collahuasi has launched a Campaign for Expected Behaviors in this area, which includes awareness workshops and newsletters directed at both in-house and contracted personnel.

Labor Inclusion of People with Disabilities

Collahuasi has promoted the certification of employees in the National Disability Registry, fulfilling the legal requirement to have at least 1% of its workforce composed of people with disabilities. Additionally, it has certified workers as labor inclusion managers, in compliance with Law 21.275.

Gender Equity

Collahuasi is part of the national biministerial working group on Mining and Gender Equity, whose main objective is to promote women’s participation in STEM careers (science, technology, engineering, and mathematics), especially in the mining sector. We are also part of the regional Women and Mining table, aiming to promote labor inclusion and foster female leadership in the industry.

In this regard, the company has taken on the challenge of including women as candidates in all shortlists for the selection processes of new employees and has begun working on a special attraction plan.