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 works in partnership with Indigenous Nations, development corporations, and Indigenous-owned businesses across Canada. In 2025, these partnerships continued to support meaningful employment, training, procurement, and capacity-building opportunities across northern, remote, and project-based operations.
KBL’s 2025 ESG data identifies 6.5% of employees who self-identify as Indigenous and tracks Indigenous business participation through procurement and subcontracting records. Current reported 2025 Indigenous procurement totals approximately $9.0 million across listed Indigenous suppliers and subcontractors,
At Giant Mine, Indigenous partnership continues to be a defining part of project delivery. Through True North Environmental, a joint venture between KBL Environmental and Det’on Cho Corporation, KBL has supported major remediation activities since 2020, including legacy debris removal, environmental monitoring, waste transfer operations, landfill management, and core industrial area demolition. Across Giant Mine scopes, TNE achieved more than 46,800 Indigenous labour hours, approximately 42% Indigenous participation, nearly 38,840 Indigenous training hours, and approximately 87% Indigenous procurement.
KBL is committed to creating meaningful, long-term employment and training opportunities for Indigenous communities across the regions where we operate. In 2025, this included structured onboarding, safety and environmental training, mentorship, career development, and opportunities for Indigenous employees to gain transferable skills in environmental services, equipment operation, monitoring, demolition, and project execution.
At Giant Mine, training and recruitment efforts included collaboration with community training coordinators, BEAHR, Det’on Cho leadership, and other community partners. A successful April 2025 training program produced 36 newly trained employees supporting the Core Demo Project. These initiatives demonstrate KBL’s ongoing commitment to economic reconciliation, Indigenous workforce development, and long-term community capacity building.
KBL proudly supports organizations, events, and community initiatives that reflect the values of our employees and the communities where we live and work. In 2025, KBL contributed approximately $48.2K through corporate giving, sponsorships, employee-supported causes, and community impact initiatives.
Our 2025 contributions supported a wide range of local and regional priorities, including the Alberta Summer Games, Ocean Wise shoreline cleanup activities, household hazardous waste and community environmental events, hurricane relief, children’s and youth sports, hospital stay support kits through Larga House, health foundations, community breakfasts, mine rescue programming, and employee-led fundraising efforts.
These contributions reflect KBL’s belief that community impact is built through both financial support and active participation. Whether helping families during difficult times, supporting youth recreation, advancing environmental stewardship, or contributing to community events, KBL is proud to invest in initiatives that strengthen local connections and create positive outcomes beyond our day-to-day operations.
KBL continued to support hands-on environmental stewardship through Ocean Wise shoreline cleanups. In 2025, employees and volunteers completed 4 registered cleanups, removed 383.9 kg of litter, and cleaned 6.2 km of shoreline across Calgary, Winnipeg, Richmond, and Edmonton. These efforts reflect KBL’s commitment to strengthening communities while helping protect the environments where we live and work.
KBL also continued to support environmental stewardship in Yellowknife through sponsorship of local community programs and Household Hazardous Waste Days. These events give residents a safe, accessible way to dispose of materials such as aerosols, batteries, cleaners, paint, solvents, oil, propane cylinders, pesticides, and other household hazardous products that should not enter regular waste streams. By supporting these events, KBL helps reduce environmental risk, promote responsible waste disposal, and strengthen community awareness around hazardous waste management in the North.
KBL is constantly looking for opportunities to hear from, and work with forward thinking people and organizations. Reach out today!
