Our

Workforce

G4-10, G4-13 As of December 31, 2016, Mosaic employed 8,341 regular employees.

In June 2016, Walter “Walt” Precourt, formerly Senior Vice President – Potash,  was named Senior Vice President – Phosphates, following the planned retirement of Gary “Bo” Davis. Bruce M. Bodine was promoted to the role of Senior Vice President – Potash.

In December 2016, we entered an agreement to acquire Vale S.A.’s global phosphate and potash operations. When completed, this transaction will increase our finished phosphates capacity by approximately five million tonnes and our finished potash capacity by approximately 500,000 tonnes. In anticipation of the acquisition, Rick McLellan, previously Mosaic’s Senior Vice President – Commercial, was named Senior Vice President – Brazil. Corrine Ricard, previously Mosaic’s Senior Vice President – HR, began serving as Senior Vice President – Commercial. Kathrine Hoien was named interim Senior Vice President – HR while a candidate search was underway.

In 2016, Mosaic reduced its workforce by approximately 300 positions as part of a cost savings initiative in our corporate support functions and business units. Employees who were impacted by job loss were provided notice and career transition services.

In July 2016, Mosaic’s Colonsay facility idled production in response to market conditions. As a result, Mosaic gave temporary layoff notices to 330 employees. In anticipation of resuming production in early 2017, all employees returned to their positions on or before December 2016.

Attracting the Best Talent in the Industry, and Investing in Our Employees

Mosaic aims to be the employer of choice for a diverse and inclusive workforce. Our global talent investment philosophy is to provide competitive compensation and benefits, with flexibility to choose programs that best meet our employees’ needs. Mosaic offers health, welfare and retirement benefits to all full-time employees and eligible dependents.

We attract employees through methods including job boards, social media, diversity career fairs, veterans career fairs, college job fairs, and employee referrals.

In addition to our regular workforce, individual business segments retain contract workers and interns. Our robust student hiring programs provide a work opportunity to summer, co-op and intern students in Canada, the United States and Brazil.

Individual business segments track contract workers in compliance with relevant local legislation, but additional data aggregation and demographic analysis is not currently possible at the group level.

Mosaic recognizes that women are underrepresented across the mining and metals industry. Women make up approximately 15 percent of our company’s total workforce. In the face of challenging and persistent perceptions that our sector is traditionally “male,” Mosaic strives to improve the number of women we recruit and retain.

In 2016, overall employee turnover totaled 10 percent.

Creating a Place Where Employees Are Proud to Work and Grow Their Careers

Mosaic measures employee satisfaction biennially in a comprehensive survey of employee engagement, an indicator of productivity and a force that drives business outcomes. Our next engagement survey is scheduled for 2017.

Providing Competitive Compensation and Benefits

G4-EC5, G4-LA2 Mosaic offers competitive compensation and benefits in each of the company’s significant locations of operation. As shown below in local currency, the standard entry-level wage range is higher than the prevailing local minimum wage for each location presented. For Mosaic, minimum wages are generally not relevant since the majority of entry-level Mosaic positions require a higher level of skills or knowledge than jobs to which the minimum wage rate would apply.

Within each of the countries in which Mosaic operates, benefits provided or offered to our full-time employees may differ for various reasons, including:

• State or country mandated benefit laws that apply to Mosaic employees in a specific geography
• Labor agreements between Mosaic and labor organizations acting on behalf of represented employees
• Market-specific benefit programs or practices that exist within an area that Mosaic competes for labor
• The impact to employees of local or national tax laws regarding the treatment of company-sponsored benefits

Part-time employees, which make up less than 1 percent of our workforce, have benefits and eligibility that vary based on their location.

Mosaic provides competitive compensation and bonus opportunities for jobs in all disciplines and geographic markets based on company and individual performance. Additionally, Mosaic contributes toward retirement income benefits, which may include defined-benefit pension plans, defined-contribution plans or other supplemental retirement plans across our locations and countries. The majority of administrative, insurance and other costs associated with Mosaic-sponsored health and welfare plans is borne by us. Participation in the retirement plans is automatic in the United States and Canada. The defined-contribution plan is open to all, but it is not mandatory to participate.

Mosaic strives to support its employees’ health and wellbeing through a variety of initiatives. In 2015, Mosaic partnered with a third party at our Florida and Louisiana facilities to provide onsite medical services for employees, including occupational care, wellness and preventive health, episodic care, primary care, and chronic condition management.

Labor & Management
Relations

G4-DMA: Mosaic values collective bargaining as an important form of collaborative employee engagement. In addition, Mosaic is sensitive to the needs of its employees, and much consideration is placed on applicable notice periods for any such changes that may impact employees.

G4-LA4 Some of Mosaic’s labor agreements contain provisions of advance notice periods with respect to significant operational changes that impact employees. In most locations the exact notice requirement varies depending on circumstances surrounding the changes. In the United States, we adhere to federal and state Worker Adjustment and Retraining Notification Act (WARN) laws that require a 60-day notification of plant closings and mass layoffs. In Canada, Mosaic adheres to or exceeds the minimum notice requirements set by the Saskatchewan Employment Act. In China, Mosaic adheres to or exceeds the minimum notice requirements set by Article 41 of the Employment Contract Law (ECL). In Brazil, Mosaic adheres to or exceeds the 30-day notice requirement for dismissals without cause mandated by Brazilian Labor Law. In the other regions where we operate, Mosaic meets and usually exceeds the minimum notice required, which varies by local legislation and collective bargaining agreements.

G4-MM4 Mosaic has not been subject to organized labor actions, including strikes or lockouts of any duration, at any of its locations in the 2016 reporting period. Moreover, we have not had a strike by or lockout of our employees in facilities where Mosaic is the majority owner since our formation in 2004.

Our Commitment to Diversity & Equal Opportunity

G4-LA12 Mosaic’s Equal Employment Opportunity and Nondiscrimination Policy provides equal employment opportunities to all Mosaic employees and other qualified persons without regard to race, religion, color, gender, national origin, age, disability, marital status, citizenship status, military or veteran status, sexual orientation, gender identity, genetic information, or any other legally protected status under applicable laws in countries where Mosaic employees work. The policy also provides that Mosaic is committed to maintaining a work environment free of discrimination. Mosaic’s commitment applies to all terms and conditions of employment, including: recruiting and hiring, training and promotion, compensation and benefits, performance assessments, transfers, terminations, layoffs or recall from layoff, leaves of absence, and company-sponsored training and education.

Retaliation or reprisal toward an employee who has exercised their rights under this policy is strictly prohibited. Mosaic’s Code of Business Conduct and Ethics reinforces this policy.

Mosaic tracks ethnicity only in the United States. Diversity indicators include American Indian or Alaskan Native, Asian, Black or African American, Hawaiian or Pacific Islander, Hispanic or Latino, Two or More Races, or White.

G4-LA13 One of Mosaic’s strategic priorities is to invest in people, and we are committed to providing the environment, development opportunities and compensation to ensure that Mosaic is a company where employees are proud to work and grow.

We are an equal opportunity employer, and our recruiting practices focus on matching the best possible candidate to the position. Mosaic uses salary ranges that are competitive with market pay ranges for positions of comparable responsibility, functional knowledge, impact and other compensable factors. Gender is not a factor when determining compensation. Each salary range has a minimum or threshold salary for a new hire, although Mosaic typically sets the actual salary above this minimum.