Key actions Nuanced understanding of root causes As part of Teck’s ongoing efforts to increase gender diverse representation in its workforce, the company identified a need to create an inclusive and safe workplace for all employees, while building awareness and preventing gender-based violence. Teck acknowledges the systemic barriers to employment in mining, including gender-based violence and mental health challenges, which often stem from harmful gender stereotypes and patriarchal cultural norms. While addressing gender-based and all violence requires action beyond corporate initiatives alone, Teck is committed to creating a safe and welcoming workplace for all. This commitment includes fostering a culture of prevention, encouraging reporting and speaking up, and providing support for those affected.The company designed the Inclusion Centers with a focus on raising awareness to prevent, address and eliminate gender- based violence and advance employee wellness. While each centre has unique programming, all offer counseling support and awareness talks to educate the workforce. Employees on site can contact the centres for advice on workplace challenges, and each centre is equipped to handle crises. They also encourage employees to contribute by organizing events, proposing wellness activities, and suggesting safety and well-being topics for awareness talks. The awareness talks and training offered at the centres focus on building behaviours for a respectful workplace, and topics evolve as the centres gain employee feedback. 1 Meaningful definition of success The company committed to building a safe space at each of its mining sites and currently has three Inclusion Centers. A strong case was articulated for building these centers – considering that advancing health and safety, inclusion and respect are some of Teck’s core values – that of emphasizing psychological safety and mental well-being. Additionally, to foster employee and community engagement as well as a sense of belonging, Teck integrated local culture into each centre. For example, the centre in Alaska is named “Qargi,” an Iñupiat word for a traditional gathering place where community members learn survival skills from each other and from elders.2 Accountable and invested business leaders The executive leadership team at Teck has made workplace safety a core strategic objective, recognizing it as essential to operational success. The company has an Inclusive and Respectful Workplace Committee, chaired by the President and CEO, with members including the Chief Inclusion Officer, Chief Legal and Sustainability Officer, Chief Project Development Officer, Chief Sustainability Officer, and the Chief People Officer, to oversee the Respectful Workplace Policy and Standard, as well as the DEI Policy and Strategy. The Committee regularly reviews DEI performance and employees’ respectful workplace perceptions. Teck’s leadership team sponsors the Inclusion Centers initiative, recognizing it as key component of Teck’s DEI strategy to enhance workplace safety and well-being at mine sites. 3Solution designed for context 4 Teck tracks the number of employees and community members who use each centre and seeks regular feedback from participants in activities. All staff are encouraged to provide input during the planning stages for programming activities and services. The centres also monitor the number of employee-led activities and the ideas that emerge to ensure engagement and a sense of belonging. Additionally, Teck assesses how the centres impact workplace safety and respect by monitoring the number of reported cases. So far, the company has seen an increase in reported cases, suggesting a stronger culture of speaking up against disrespect and greater trust in the process of addressing these issues. Furthermore, Teck conducts a biannual survey that measures related metrics, such as the safety of speaking up and perceptions of overall workplace respect. Rigorous tracking and course correction 5 Teck’s advice for success includes leveraging and integrating local culture into the initiative, resourcing appropriately, and listening, learning, and adapting along the way to promote continuous improvement. As with all initiatives, leadership support and openness to having difficult conversations has been key. What’s next: Teck is working towards establishing more centres at other sites, while expanding the offerings at existing centres. This includes more employee-driven programming, bringing in community elders to share their knowledge and experience, and new topics for awareness talks around different aspects of mental health and wellness. Teck will continue to evolve and strengthen training and learning opportunities to empower everyone to foster a respectful workplace.Advice for others and next area of focus 28 Diversity, Equity and Inclusion Lighthouses 2025

Diversity Equity and Inclusion Lighthouses 2025