Women in Mining Presentation May 12, 2010 Lisa Zangari Senior Vice President, Human Resources
Cautionary Statement This presentation contains forward-looking statements. All statements, other than of historical fact, that address activities, events or developments that the Company believes, expects or anticipates will or may occur in the future (including, without limitation, statements regarding the estimation of mineral resources, exploration results, potential mineralization, potential mineral resources and mineral reserves) are forward-looking statements. Forward-looking statements are subject to a number of risks and uncertainties that may cause the actual results of the Company to differ materially from those discussed in the forward-looking statements. Factors that could cause actual results or events to differ materially from current expectations include, among other things, failure to establish estimated mineral resources, the possibility that future exploration results will not be consistent with the Company's expectations, changes in world gold markets and other risks disclosed in IAMGOLD ’ s most recent Form 40-F/Annual Information Form on file with the US Securities and Exchange Commission and Canadian provincial securities regulatory authorities. Any forward-looking statement speaks only as of the date on which it is made and, except as may be required by applicable securities laws, the Company disclaims any intent or obligation to update any forward-looking statement. The United States Securities and Exchange Commission (the "SEC") permits mining companies, in their filings with the SEC, to disclose only those mineral deposits that a company can economically and legally extract or produce. We use certain terms in this press release, such as "mineral resources" , that the SEC guidelines strictly prohibit us from including in our filings with the SEC. U.S. investors are urged to consider closely the disclosure in the IAMGOLD Annual Report on Form 40-F. A copy of the 2009 Form 40-F is available to shareholders, free of charge, upon written request addressed to the Investor Relations Department. * Total Resources includes all categories of resources unless indicated otherwise. All currency numbers are in US$ unless otherwise stated. 2
Agenda How to Position Yourself as a Successful Candidate Overview of IAMGOLD § IAMGOLD at a Glance § Corporate Strategy § Operations and Growth § Zero Harm Sourcing & Selection Strategy § Key strategic considerations § External Issues Positioning Yourself as a Successful Candidate § What do organizations value in a candidate? § Preparing for an interview Q&A § Key Learnings? 3
OVERVIEW OF IAMGOLD 4
OUR VISION We will create a culture of pride through a committed and unique business approach that ensures delivery of superior value for all shareholders.
OUR VALUES IAMACCOUNTABLE IAMRESPONSIBLE IAMTEAM IAMINNOVATION IAMEXCELLENCE
IAMGOLD at a Glance Focus on Profitability Grow Gold Production & Reserves § Successful development of existing projects § Aggressive exploration for organic growth § Accretive acquisitions IAMGOLD Profile Reduce Costs and Improve Efficiencies 1 million oz gold producer § Operations & development project optimization Canadian company Focused portfolio in West Africa and the Maintain Financial Strength Americas Essakane mine start-up in June 2010 with § Continue to increase cash flow further upside potential Commitment to organic growth § Leverage balance sheet strength for growth TSX: IMG NYSE: IAG Mobile, Multi-Lingual Skilled Workforce Shares outstanding: 371 M Market Capitalization: $6.6B Zero Harm IAG 52-week high: $21.00 § Committed to health, safety and sustainability IAG 52-week low: $8.57 Closing Price (May 7, 2010): $17.67 § Becoming the ‘ Miner of Choice 7
Health, Safety & Sustainability Continuing Commitment to Zero Harm 2009 HIGHLIGHTS SAFETY 31% decrease in both days away injury rate and total accident rate ENVIRONMENT “Toward Sustainable Mining” award for Rosebel Tailings Management COMMUNITY Successful village relocations at Essakane CERTIFICATION Seven Operations plus Head Office ISO 14001 certified SUSTAINABILITY Working Partnership with Plan Canada TOTAL RECORDABLE INCIDENT RATE DAYS AWAY ACCIDENT RATE (PER 100 WORKERS PER YEAR) (PER 100 WORKERS PER YEAR) 2.6 1.27 1.86 1.64 0.78 1.29 0.63 0.54 2007 2008 2009 2010 Q1 2007 2008 2009 2010 Q1 8
Global Operations & Growth FOCUS DISCIPLINE RESULTS Longstanding Presence, Long Term Future Number of Employees by Continent* NORTH AMERICA Toronto 79 Longueil 82 Doyon 153 Mouska 282 Niobec 313 SOUTH AMERICA Rosebel 1,425 Quimsacocha 81 Exploration 189 AFRICA Mupane 352 Essakane 3,235 Dakar 10 Exploration 54 TOTAL 6,249 *includes contractors, as of Dec. 31, 2009 9
SOURCING & SELECTION STRATEGY 10
Key Strategic considerations for employers Growing Challenges: § Demographic change ( The McKinsey Quarterly – ’ 08) : § Aging Workforce § Emerging markets are producing a surplus of young talent; more than twice as many university-educated professionals as the developed world § GenY (approx 12% of US workforce) demand more flexibility, meaningful jobs, professional freedom, higher rewards, and a better work-life balance § View career as a series of 2-3 year chapters § Globalization: § Mobile talent required § Talented local people with an international mindset § Knowledge Workers: § Fastest growing talent pool in the most organizations § Employees who create more profit than others do § Work requires minimal oversight 11
External Issues –Aging Workforce Median age in Canada, 1956 to 2006 (as of March 4, 2008) § According to the 2006 Census, the number of Canadians aged 65 and over increased 11.5% in the previous five years, and the number of children under age 15 declined by 2.5% over the same period. § The 65-and-over population made up a record 13.7% of the total population of Canada in 2006. The proportion of the under-15 population fell to 17.7%, its lowest level ever. § An increase in immigration since 2001 gave Canada a higher rate of population growth than in the previous intercensal period, but it did not slow the aging of Canada's population. § The median age, which divides the population into two groups of equal size, has risen steadily since 1966, reaching 39.5 years in 2006. It is expected that the median age will rise in the future and could exceed 44 years by the year 2031. 12
External Issues –Aging Workforce cont’d 2008 Canadian Census Data ( Release no. 6: March 4, 2008) § Nearly two out of three persons aged 80 years and over were women, as women have a higher life expectancy than men (82.5 years compared with 77.7 years, in 2004). § The number of people aged 55 to 64, many of whom are workers approaching retirement, has never been so high in Canada, at 3.7 million in 2006. § Baby-boomers, people born between 1946 and 1965, were between 41 and 60 years of age in 2006. Despite the fact that they are now older, they were still a very large group in the population: nearly one out of three Canadians was a baby-boomer in 2006. § The proportion of people aged 65 and over increased in every province and territory in the last five years, while the percentage of children under age 15 continued to fall. § Between 2001 and 2006, employment in Canada increased 1.7% per year, on average, the fastest rate among the Group of Seven (G7) nations. § Average annual employment growth between 2001 and 2006 was strongest in the mining, oil and gas extraction (with an average annual increase of 7.5%) and construction (4.5%) industries. § The aging of Canada's labour force intensified, with 15.3% of its workers aged 55 and over in 2006, compared to 11.7% in 2001. 13
External Issues –Mining Specific Aging workforce Mining grads High demand shortage 14
External Issues: Aging Workforce § Aging workforce ü mining workforce older than average: over 50% in the mining industry are aged 40 to 54 ( national average: 39%) ü 40% mining workers plan to retire over the next 10 years (employers’ estimates were only 24.5%). The largest percentage of workers planning to retire is in the skilled trades occupational group (44.6%) 15
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