Talent Attraction and Retention Attracting, securing, developing and continually engaging our employees is key to our success. The complexity of providing financing for mining projects worldwide demands a high-performing and collaborative team with a diverse set of backgrounds, skill sets, experience and perspectives to ensure that we meet our business objectives. Our Approach With significant experience in the key disciplines of geology and mining operations as well as project development, finance, accounting and law, we seek to expose our people to a variety of projects and involve them in key business decisions. We believe this approach helps our employees expand their skills by creating meaningful experiences, which in turn results in advancing Company objectives. Our comprehensive compensation package includes competitive wages, health and dental benefits, and various insurance coverage. We regularly benchmark all levels of wages and total compensation and ensure that the majority of all short-term incentive compensation is based on corporate-wide, shared benchmarks. The following personal development opportunities are an important part of our culture and help inspire and motivate our team: Continuing education and skill enhancement: We offer financial support to employees and Directors who wish to enhance their education in areas key to our business. Secondments: Employees are welcome to broaden their skills and perspectives through secondment opportunities across our offices and to apply these perspectives when they return to their role. Succession planning: Ensuring a robust succession plan at all senior management levels, including our Board, is imperative, given the flat structure of our organization. Emerging talent experiences the boardroom, the field and educational opportunities, which fosters a comprehensive understanding of the Company in a positive environment that encourages knowledge-sharing. Employee Statistics and Talent Retention The sustained growth and success of our business rely on the well-being of our people. We firmly believe that our approach to nurturing personal and career development opportunities, combined with a strong record of internal promotion, contributes to our very low voluntary turnover rate. As of December 31, 2025, Royal Gold maintained a small but efficient team of 39 employees. The value generated per employee highlights the efficiency of our business model, underscoring the importance of retaining our workforce. With a commendable track record, the Company consistently maintains a low average voluntary turnover rate, excluding retirements of long-serving staff members. Royal Gold’s retention rate in 2025 was 100% for all employees. INTRODUCTION ABOUT ROYAL GOLD GOVERNANCE OUR PEOPLE OPERATORS AND COMMUNITIES INVESTMENT STEWARDSHIP APPENDICES Royal Gold | 2025-2026 Investment Stewardship Report 42