At KBL, social responsibility is more than a corporate obligation, it is a reflection of our values and the way we do business every day. From how we engage with Indigenous partners to how we support employees and communities, KBL’s social impact is rooted in respect, equity, accountability, and long-term relationship building.
Our social responsibility strategy is built around three core pillars: people, partnerships, and community. These pillars guide our approach to employee engagement, workforce development, Indigenous inclusion, ethical procurement, community investment, and local benefit. Every region we work in — especially northern and remote communities — requires a tailored approach that considers local priorities, cultural context, and stakeholder voices.
In 2025, KBL strengthened its people and culture programs through a second Employee Engagement Survey, leadership training, the Rising with RRAD Feedback & Development Program, and the launch of the Kudos recognition platform. These initiatives contributed to measurable improvement in employee engagement, including an increase in KBL’s industry benchmark ranking from the 53rd percentile to the 70th percentile and an increase in engaged employees from 21% to 34%.
We track our progress using both qualitative and quantitative indicators, including workforce demographics, training hours, employee engagement, Indigenous employment, Indigenous procurement, community investment, and safety participation. Our internal systems — including WorkHub, SiteDocs, Avanti, and employee feedback tools — support consistent training, performance management, communication, recognition, and employee engagement tracking.
As a company operating on traditional territories and within culturally diverse communities, KBL remains particularly focused on advancing economic reconciliation. This includes Indigenous employment and training, Indigenous procurement, fair partnership models, and formal joint ventures designed to build capacity and shared value. In 2025, KBL continued to strengthen Indigenous inclusion through reported Indigenous procurement, self-identified Indigenous employment, and ongoing project delivery through Indigenous partnerships such as True North Environmental.
In October 2025, KBL completed its second Employee Engagement Survey, providing an important year-over-year view of employee experience, engagement, communication, and inclusion across the organization. The results showed substantial progress and confirmed that initiatives launched earlier in the year are having a measurable impact.
KBL’s overall percentile ranking against the industry benchmark improved from the 53rd percentile to the 70th percentile, while the percentage of engaged employees increased from 21% to 34%. Contributors rose from 16% to 25%, while areas identified as weaknesses decreased from 21% to 13%, and threats dropped significantly from 35% to 9%. KBL also achieved improvement across every engagement category measured.
These improvements reflect the success of targeted initiatives launched throughout 2025, including the Rising with RRAD Feedback & Development Program, the Kudos recognition platform, leadership training, and focused communication improvements for site supervisors. Together, these efforts are helping strengthen trust, improve collaboration, and create a more connected and inclusive workplace.
KBL is committed to ensuring that every employee is fairly compensated, supported, and valued — no matter their role or location. We continue to invest in competitive compensation, benefits, mental health support, and employee wellbeing programs that help build a high-performing and inclusive workplace.
In 2025, KBL continued to support employee wellbeing through enhanced benefits, expanded communication tools, and programs that reinforce recognition, feedback, and professional growth. These initiatives reflect our belief that employee engagement and wellbeing are essential to long-term retention, productivity, safety, and organizational success.
KBL invests in continuous learning as a cornerstone of employee success, leadership development, and safe operations. In 2025, KBL expanded its employee development programs with a strong focus on manager capability, performance feedback, safety leadership, and consistent communication across regions.
KBL delivered a customized Manager Training Program to 120 participants, with 88.5% rating the experience as good or excellent. The program included modules on Understanding the KBL Business, Safety Leadership, Finance for the Non-Financial Manager, Communication Skills, the Role of a Manager, and Recruiting & Interviewing. By developing and delivering the program internally with KBL subject matter experts, the company reduced estimated external training costs from approximately $360,000 to $39,769, while ensuring the content reflected KBL’s operating environment, values, and culture.
In 2025, KBL continued building a stronger recognition and feedback culture through the rollout of Rising with R.R.A.D., KBL’s feedback and development program, and the launch of KBL Kudos, an employee recognition platform designed to celebrate everyday contributions, safety leadership, teamwork, and values-based behaviour.
Early engagement with KBL Kudos demonstrated strong momentum: 52% of employees logged into the platform, 134 recognition posts were shared, 482 badges were awarded, and more than 101,000 points were distributed to employees. These programs help reinforce positive behaviours, strengthen connections across regions, and make recognition a visible part of KBL’s culture.
KBL maintains a Respectful Workplace Policy reinforced through onboarding, annual training, and clear procedures for reporting and resolving workplace concerns. In 2025, KBL continued to strengthen inclusion and engagement through regional social committees, the relaunch of the People & Culture SharePoint page, and continued focus on inclusive communication across policies, training, and business planning.
KBL also continued to support employee wellbeing through competitive benefits and mental health coverage. Fiscal 2025 results showed below-average short-term disability claims, with zero mental-health-related short-term disability claims noted, likely supported by increased psychology coverage in the benefits plan.
KBL remains committed to ethical procurement and maintains zero tolerance for forced or child labour in its supply chain. In 2025, KBL continued strengthening supplier expectations and procurement controls, including alignment with Canada’s Bill S-211 requirements and broader ESG reporting commitments.
KBL is constantly looking for opportunities to hear from, and work with forward thinking people and organizations. Reach out today!
