| Core
indicators |
|
Additional
indicators |
| |
|
|
Employment |
| |
|
|
| LA1. Breakdown of
workforce, where possible, by region/country, status
(employee-non-employee), employment type
(full/part-time), and by employment contract
(indefinite or permanent/fixed term or temporary).
Also identify workforce retained in conjunction with
other employees (temporary, agency workers or
workers in coemployment relationships), segmented by
region/country. |
|
LA12. Employee benefits beyond those legally
mandated. (eg. contributions to health care,
maternity, education and retirement). |
| |
|
| • |
South Africa: 48,078
employees (including 4,360 contractors) |
| • |
South America:3,356
employees (including 1,365 contractors) |
| • |
North America: 741
employees (including 125 contractors) |
| • |
Australia: 540 employees
(including 315 contractors) |
| • |
Africa: 2,725 employees
(including 1,780 contractors) |
|
|
| Employee benefits
include: |
| |
|
| • |
South Africa: Share Options,
Pension Fund and Medical Cover |
| • |
South America: Life Insurance,
Health Plan and Pension Fund |
| • |
North America: Life Insurance,
Disability Insurance and 401(k) Savings
Plan |
| • |
Australia: Accommodation and meals
to all site workers |
| • |
Africa: Bonus Scheme |
|
|
| See
discussion on page
L3 and L6. |
|
A list of the full range of benefits
is available on request. |
| |
|
|
| LA2. Net
employment creation and average turnover segmented
by region/country. |
|
|
| See page L4 (for net separation
numbers) |
|
|
| |
|
|
Labour/management
relations |
| |
|
|
| LA3. Percentage of employees
represented by independent trade union organisations
and other bona fide employee representatives broken
down geographically or percentage of employees
covered by collective bargaining agreements broken
down by region/country. |
|
LA13. Provision of formal worker
representation in decision-making, including
corporate governance.
|
See graph on page L4 |
|
| |
|
| • |
South Africa: NUM Steering
Committee Meeting, Central Skills
Development Committee; various mine-level
structures involving organised labour and
full-time union officials |
| • |
South America: N/A |
| • |
North America: N/A |
| • |
Australia: N/A |
| • |
Africa: Discrimination Committee
and Union/Management meetings |
|
| |
|
|
| |
|
|
| LA4. Policy and
procedures involving information, consultation and
negotiation with employees over changes in the
reporting organisation?s operations (eg
restructuring). |
|
|
| |
|
| • |
South Africa: Chamber of Mines
1997 Wage Agreement and Job Grading
Agreements |
| • |
South America: N/A |
| • |
North America: N/A |
| • |
Australia: Workplace Relations
Policy, Equal Opportunity Policy and Fair
Employment Guideline |
| • |
Africa: Malian Labour Code,
Malian Collective Agreement, Tanzanian
Employment Act and Recognition agreement at Navachab
Mine |
Further information available on request. |
|
|
|
| |
|
|
Training
and education |
| |
|
|
| LA9
Average hours of training per year per employee by
category of employee. |
|
LA16 Description
of programmes to support the continued employment of
employees and to manage career endings. |
| • |
South Africa: 5.2% of payroll |
|
|
See discussion on page L9. |
| |
|
|
| Aggregate numbers for other regions
not available |
|
|
| |
|
LA17 Specific
policies and programmes for skills management or for
lifelong learning. |
| |
|
AngloGold has implemented a
performance management system. Each of the regions
has regional study assistance policies. |
| |
|
|
Diversity
and opportunity |
| |
|
|
| LA10. Description
of equal opportunity policy or programmes as well as
monitoring systems to ensure compliance and results
of monitoring. |
|
|
| At a company level
this is driven by the Employment Equity Philosophy
(see discussion on page L7) |
|
|
| |
|
| • |
South Africa: (compliance:
Quarterly Central Skills Development
Committee as well as Monthly Skills
Development Committee Meetings) |
| • |
South America: N/A |
| • |
North America: Equal Employment
Opportunity Policy (compliance: no formal
monitoring required, but progress is
reviewed internally) |
| • |
Australia: Equal Employment
Opportunity Policy and Fair Employment
Guideline (compliance: Annual compliance
report submitted to the government) |
| • |
Africa: Cultural diversity
programme, Discrimination committee and
Harassment Policy (Compliance monitored by:
Discrimination committee, Communication
structures, Union and Management meetings as
well as the grievance procedures) |
|
|
|
| |
|
|
| LA11. Composition of senior
management and corporate governance bodies
(including the board of directors), including
female/male ratio and other indicators of diversity
as culturally appropriate. |
|
|
| Board composition: |
84% non-HDSA male
8% female
8% HDSA male |
|
|
| See
discussion on page L3-L4 and L6. |
|
|
| |
|
|
|
Social Performance Indicators: Human Rights |
| |
|
|
Strategy
and management |
| |
|
|
| HR1. Description
of policies, guidelines, corporate structure, and
procedures to deal with all aspects of human rights
relevant to operations, including monitoring
mechanisms and results. State how policies relate to
existing international standards such as the
Universal Declaration and the Fundamental Human
Rights Conventions of the ILO. |
|
HR8.
Employee training on policies and practices
concerning all aspects of human rights relevant to
operations.
Include type of training, number of employees
trained, and average training duration. |
| Refer to
Business Principles |
|
Refer to
Business Principles and
discussion on pages L7-L9 |
| |
|
|
| HR2. Evidence of
consideration of human rights impacts as part of
investment and procurement decisions, including
selection of suppliers/contractors. |
|
|
| SA Region Guidelines on
Contractors ? Guidelines to ensure minimum standards
for contractor employees available on request. |
|
|
| |
|
|
Non-discrimination |
| |
|
|
| HR4. Description
of global policy and procedures/programmes
preventing all forms of discrimination in
operations, including monitoring systems and results
of monitoring. |
|
|
| See
discussion on page L6 as well as
Business Principles |
|
|
| |
|
|
| |
|
|
| Social
Performance Indicators: Labour practices and decent
work |
|
Freedom
of association and collective bargaining |
| |
|
|
| HR5. Description
of freedom of association policy and extent to which
this policy is universally applied independent of
local laws, as well as description of procedures/programmes
to address this issue |
|
|
| |
|
| • |
South Africa: Code of Good
Practice, Human and IR Fund Agreement, 1993
Chamber of Mines 3-8 Wage Agreement,
Recognition Agreements for purposes of
collective bargaining |
| • |
South America: N/A |
| • |
North America: N/A |
| • |
Australia: Workplace Relations
Policy |
| • |
Africa: Interne Regulemente
(internal regulations in place at the mines
in Mali), Code of Conduct (Geita mine),
Access Agreement (Geita mine) and
Recognition Agreement (Navachab mine with MUN) |
|
|
|
| AngloGold is also party
to a
bilateral
international agreement with the International
Federation of Chemical, Energy, Mine and General
Workers? Unions (the ICEM) (PDF - 86KB) on the promotion and
implementation of good human and industrial
relations in AngloGold operations worldwide. |
|
|
| |
|
|
Child
labour |
| |
|
|
| HR6. Description of
policy excluding child labour as defined by
the ILO Convention 138 and extent to which
this policy is visibly stated and applied,
as well as description of procedures/programmes
to address this issue, including monitoring
systems and results of monitoring. |
| |
|
| • |
South Africa: Governed by
Law |
| • |
South America: Governed by
Law |
| • |
North America: Governed by
Law and mandated by Federal Government |
| • |
Australia: Governed by Law |
| • |
Africa: Malian Labour Code,
Malian Collective Agreement, Tanzanian
Employment Act, Namibian Labour
Relations Act and Recruitment Policies |
| • |
Refer to
Business Principles |
|
|
|
|
| |
|
|
Forced
and compulsory labour |
| |
|
|
| HR7. Description of
policy to prevent forced and compulsory labour and
extent to which this policy is visibly stated and
applied as well as description of
procedures/programmes to address this issue,
including monitoring systems and results of
monitoring. See ILO Convention No. 29, Article2. |
|
|
| |
|
| • |
South Africa: Governed by Law |
| • |
South America; Governed by Law |
| • |
North America: Governed by Law
and mandated by Federal Government |
| • |
Australia: Governed by Law |
| • |
Africa: Malian Labour Code, Malian
Collective Agreement, Tanzanian Employment
Act, Namibian Labour Relations Act and Recruitment
Policies |
| • |
Refer to
Business Principles |
|
|
|
| |
|
|
Disciplinary
practices |
| |
|
|
| |
|
HR9.
Description of appeal practices, including, not
limited to, human rights issues. Describe the
representation and appeals process. |
| |
|
Processes and practice in place.
Details available on request. |
| |
|
| • |
South Africa: South Africa:
Disciplinary processes in place locally,
including appeal procedures. Grievance
procedures in development
Individual Dismissal Dispute Adjudication
Procedure (IDDAP) agreements in place
regulating individual misconduct cases
Sexual harassment policies in place
describing procedures and safeguarding
interests of complainants |
|
| |
|
|
| |
|
HR10. Description of non-retaliation policy and
effective, confidential employee grievance system
(including, but not limited to, its impact on human
rights). |
| |
|
Policy in place. Details available
on request. |
| |
|
|
