Safety first

Cameco recognizes that the safety and health of our workers and the public is the highest priority during all stages of our activities.

We employ an integrated management system that applies to all phases and aspects of our business. The system is governed by one integrated SHEQ policy and is supported by multiple corporate SHEQ management programs.

Our operations have a strong safety record. We employ systematic programs to identify, evaluate and mitigate risks and engage all workers and managers in development of a strong safety culture. These programs follow the international OHSAS 18001 model and have delivered increasingly noteworthy and recognized safety performance.

For example, in June 2020, Cigar Lake Mine celebrated its third consecutive win of the John T. Ryan Regional Safety Trophy. Cigar Lake's risk-based approach and strong safety culture seeks to introduce safety controls before incidents occur. Cigar Lake employees worked nearly 600,000 hours in 2019, with zero lost-time injuries and only two modified work injuries.

Also in June 2020, Cameco’s Blind River Refinery marked an impressive 14th consecutive year of operations with zero lost-time injuries. Blind River’s exceptional safety performance has set a very high standard for the rest of Cameco’s operations and is driven by the personal commitment of each and every employee to make sure they work safely and that every person around them remains safe too.

Learn more about safety at our Canadian operations at:

Environment and safety at our uranium operations Environment and safety at our fuel services business

Our People

We are committed to developing and supporting a flexible, skilled, stable and diverse workforce. Our People Policy sets out the principles that guide us in developing and applying our human resources programs, standards, procedures, and practices during both workforce growth as well as reduction scenarios.

We comply with all laws in the jurisdictions in which we operate and support and respect the protection of human rights. We share the values reflected in international proclamations about human rights, such as the UN Universal Declaration of Human rights and the International Labour Organization treaties. We prohibit human trafficking, slavery, and child labour within our operations and our supply chain.

Our Respectful Workplace program reflects our commitment to create and maintain a work environment in which all people are treated with dignity and respect. Cameco provides ongoing learning opportunities to build a respectful workplace and is prepared to take prompt action when there is evidence that this program is being violated. All employees must attend respectful workplace courses that clearly identify expectations.

Our Talent Acquisition and Recruitment program helps guide us in attracting a diverse array of qualified individuals to fulfill work requirements. This is achieved by taking a well-planned approach to equality, diversity and identifying the required workforce. A comprehensive program, it encompasses principles and practices for the recruitment and selection of potential employees and the transfer or promotion of existing employees. It includes commitments to:

  • confidentiality
  • hiring decisions that reflect Cameco’s workforce diversity goals
  • promoting a culture of attraction and talent acquisition where all employees are encouraged to refer qualified people from their social and professional networks
  • adhering to sound principles, processes, and legal requirements


Cameco has made a formal commitment to diversity and inclusion that is communicated company-wide through our value statements.

Our board of directors’ diversity commitments for its membership include a mix of wide-ranging skills, backgrounds, experience, age and as well as gender representation. This supports our robust and transparent governance framework and includes diversity representation in five areas:

  • at least one Indigenous director from Saskatchewan
  • directors with extensive experience in geographical areas where Cameco has or anticipates having significant business interests
  • at least 30% of directors who are women;
  • directors of various ages
  • directors with differing backgrounds and experience

More information on our board composition is available in the Governance section of our website.

Members of a diverse workforce bring new ideas, perspectives, experiences and expertise to the company. Our diversity vision at Cameco includes continuing to be a large employer of First Nations and Metis people. Indigenous employees make up more than 45% of our workforce in our northern Saskatchewan operations. Visit to learn more about our efforts in building and sustaining our Indigenous workforce.

We are also actively involved in increasing the number of women in leadership roles. Cameco has made commitments to ensure women in leadership is at the forefront of our diversity agenda. We have undertaken specific initiatives to increase women in leadership roles. Women currently represent 25% of our workforce and 27.8% of our senior management team (including officers). For more information on our diversity initiatives, see Commitment to inclusion and diversity in our 2021 Management Proxy Circular.

Our commitments regarding people create a work environment where inclusion is the goal, and a diverse and representative workforce is our measure of success with the goal of continuing to innovate, manage change and maintain Cameco’s reputation as a respected industry leader and employer of choice. To learn more about our people commitment, see our Values - People.

Community engagement

Through 30-plus years of operation and partnerships in both Saskatchewan and Ontario, Cameco has developed a comprehensive strategy aimed at ensuring the support of local communities. Cameco believes it achieves success when local people are involved, trained and engaged.

Cameco’s strategy is flexible and implemented locally to reflect the needs of the Indigenous and other local communities and, in northern Saskatchewan, focuses on five key areas:

  • Workforce Development – designed to deliver programming that aims to build educational and skills capacity in local communities
  • Business Development – designed to promote involvement of locally-owned businesses in contracting opportunities at our operations to provide additional jobs, revenue streams and to build capacity at the local community level
  • Community Engagement – designed to ensure that we secure support for our operations from local communities and satisfy the obligations placed on us by regulators and laws
  • Community Investment – designed to help local communities with much-needed funding for community programming and infrastructure for initiatives focused on youth, education and literacy, health and wellness, and community development
  • Environmental Stewardship – designed to support our overall environmental programming and give communities a voice in both the formal environmental assessment regulatory process, as well as ongoing monitoring activities

Wherever we operate, it is our goal to ensure local people are aware of and understand Cameco's activities and have opportunities to provide input. Engaging communities and keeping them informed throughout all phases of our operations is a priority for Cameco.

For example, since 2012, we have formalized five agreements with communities in northern Saskatchewan and signed an MOU with the Mississauga First Nation, near our Blind River Refiner operation in Ontario. Strengthening our longstanding relationships and shaping them into mutually beneficial partnerships is the goal of these agreements, which allow us to work together to determine focus areas based on each community’s unique needs. You can learn more about our northern Saskatchewan community activities and collaboration at

The Canadian Institute of Mining, Metallurgy and Petroleum (CIM) recently recognized Cameco for the relationships it has fostered with northern communities. The Towards Sustainable Mining Community Engagement Award was presented to Cameco in June 2020 in recognition of the relationships it has fostered with northern communities. The community-based environmental monitoring program in the Athabasca Basin speaks to the evolution of community partnerships and the overall response to the needs identified by local communities. This is an important program established to build relationships between Indigenous groups and the uranium mining industry.

See Our 2019 Performance for Social GRI Indicators