FNV: TSX | NYSE 55 Where appropriate, CESGC can engage qualified independent external advisors to conduct a search for candidates that meet the Board’s skills and diversity criteria to help achieve its diversity goals. As all recommendations of director nominees and appointments of executive officers need to be approved by the CESGC, the Board has concluded that appropriate measures are in place to ensure that the Diversity and Inclusion Policy is effectively implemented. The Diversity and Inclusion Policy provides that the Board will review the policy annually to ensure that it is effective in achieving its objectives. Any further changes to the policy as well as additional diversity achievements will be reported annually in our management information circular. Diversity and Inclusion Initiatives We are proud to have progressed the following diversity and inclusion initiatives during 2021: BlackNorth Initiative We became a signatory to the BlackNorth Initiative CEO Pledge at its inaugural summit in July 2020. The BlackNorth Initiative was created by The Canadian Council of Business Leaders Against Anti-Black Systemic Racism to combat anti-Black systemic racism in Corporate Canada. As part of the Pledge, we committed to: • hire on average at least 5% within our student workforce from the Black community • invest by 2025 at least 3.5% of corporate donations and sponsorships to promote investment and create economic opportunities in the Black community • set numeric diversity goals for the representation of Diverse Persons, including Black people, on our Board and among senior management. In furtherance of these commitments, we have established the Franco-Nevada Diversity Scholarship Program (as described below) and in 2021 hired two co-op students from the Black community. As described above, we have updated our Diversity and Inclusion Policy to include a goal to maintain at least 30% women directors on our Board (a goal that we reached in May 2021) and the new goal of achieving 40% Diverse Persons at the Board and senior management level (on an aggregated basis) by 2025. The Prosperity Project The Prosperity Project is aimed at mitigating the disproportionate impact of COVID-19 on Canadian women who are being disproportionately affected and underscoring the economic importance of gender equality during the COVID-19 pre-recovery, recovery and post-recovery periods. In early 2021, we became an Influence Level Partner of the Prosperity Project’s Annual Gender Diversity Data Tracking Initiative. The Initiative tracks women in board, executive officer roles, and in the pipeline to executive officer roles in large public companies, crown corporations, pension funds, co-operatives and Canadian subsidiaries of foreign-owned public companies. The Initiative applies intersectional identities and inclusivity lenses in order to track the representation of white and BIPOC women as well as women with disabilities at the leadership level over time and the progress being made towards achieving gender parity. We renewed our commitment to The Prosperity Project in 2022. The Prosperity Project was conceived by a diverse group of more than 60 female leaders from across Canada who actively supporting The Prosperity Project. Maureen Jensen, one of our Board members, is also a board member of The Prosperity Project and both Ms.Jensen and Jennifer Maki, another member of our Board, are “Founding Visionaries” of The Prospersity Project. Human Rights & Diversity (continued) Employees