While we all have different aspirations, we have a common bond: working for Endeavour.
We work hard to build a dynamic workplace that empowers our employees, fosters talent and develops future leaders.
Our approach
We work hard to build a dynamic workplace that empowers our employees and gives them the support they need to succeed in a rewarding, fair and inclusive working environment in which all individuals are treated with dignity and respect. We offer attractive terms of employment with competitive remuneration, underpinned by a progressive and proactive approach to career development.
As one of the world’s leading gold producers and the largest in West Africa, our employees are our key asset.
We are committed to attracting and retaining top talent by providing a dynamic workplace that offers a range of experiences and career development opportunities, is respectful and inclusive and protects worker rights.
Developing future leaders
Our talent management strategy includes a number of programmes and initiatives aimed at encouraging our employees to proactively advance their careers with a supportive framework in place to enable them to succeed. We conduct annual people reviews to assess talent profiles and identify key development opportunities and successors.
Central to our leadership development are programmes such as the Frontline Management Programme to equip supervisors with management skills and our Management Development Programme which we run to develop senior leaders.
Unlocking growth and potential through internal mobility
Our internal mobility programme is aimed at unleashing the full potential of our employees, enabling strategic movement within the Group to promote career progression, foster growth and skills development and meet business needs.
It is underpinned by our formal Internal Mobility Policy, which was launched in 2023 and is built around four types of mobility – two permanent and two short-term. Encompassing upward and lateral mobility, expertise sharing and professional development, the programme allows employees to request transfers as well as enabling managers to nominate employees for either developmental or operational reasons.
Preparing and promoting our local talent
We operate in a number of diverse jurisdictions and recognise that our operations blend a wide range of nationalities, cultures and abilities. At the end of 2025, we had a total workforce of 14,615 people, which includes 5,381 employees and 9,234 contractors.
Our human resources strategy is focused on aligning our talent management efforts with the overall business objectives and strategy. Its focus areas include growing local content, fostering a performance-orientated culture, building leadership capabilities, developing effective labour relations and improving diversity and inclusion.
As the largest gold producer and a major employer in West Africa, our ultimate goal is to hire as close to 100% of our operational workforce directly from the country in which our mines are located. We have successfully achieved a 95% rate of nationals employed over the past three years. In addition, 22% of Endeavour's direct employees are from our host communities and 12% are women.
Highlights and targets
95%
national employees
68%
West African senior managers
New
Paternity Leave Policy - achieved
16%
of new hires were women
Training
Female leadership programme launched
30%
increase in women in management
since 2021
Diversity and Inclusion
We recognise the benefits of having employees from diverse backgrounds who can bring fresh perspectives and experiences to the way we conduct our business.
Improving the representation of women throughout the Group has been an area of considerable focus and effort over the last few years, especially in operational and technical roles. We continue to engage with our female workforce to understand challenges in order to address and overcome bias.
As part of this engagement we have led employee surveys, workshops and also events to promote mining to students, and our on site Women in Mining associations continue discussions on impactful ways to address challenges.
LeadHer Programme
LeadHer Bootcamp
Sustainability Report 2025
Read about our ESG strategy and the significant sustainability milestones reached in 2025.
Explore detailed ESG metrics and performance data in our 2025 ESG Data Centre.
World Gold Council Indaba Speech
Our CEO, Ian Cockerill, delivered a keynote speech at the World Gold Council reception during the African Mining Indaba 2026 touching on the importance of responsible mining and transparent supply chains.
So the choice is clear, we can treat these shifts as pressure, or as the catalyst to modernise our industry for the next generation; and that means responsible mining, transparent supply chains and digitally trusted gold. That is how we build an industry that is not only profitable — but legitimate, resilient, and future-ready, and something that we can all be proud of.
We are a diverse group of individuals from different backgrounds and together we produce gold that provides meaningful value to people and society