International Women’s Day 2025

Accelerating Action Towards Gender Equity at AngloGold Ashanti

As we commemorate International Women’s Day (IWD) on 8th March, we celebrate our progress and acknowledge the work still required to achieve gender equity in our workplaces.

This year’s UN theme, “For ALL women and girls: Rights. Equality. Empowerment”, and the IWD organisation theme, “Accelerate Action Towards Gender Equity” urges us to intensify our efforts in achieving gender equity across all sectors.

At AngloGold Ashanti, advancing gender equity aligns with our purpose of “Mining to empower people and advance societies” and our core values. Through our Inclusion, Diversity and Equity (IDE) strategy we are addressing challenges and creating an inclusive workplace where everyone can thrive.

CELEBRATING SUCCESS

1. KEY PROGRESS

Gender barriers:
We have made strides in understanding and addressing gender barriers through consultation and data analysis, we have been recognised in the Bloomberg Gender Equity Index for three consecutive years and have addressed the basics across our business.
Gender barriers:
We have made strides in understanding and addressing gender barriers through consultation and data analysis, we have been recognised in the Bloomberg Gender Equity Index for three consecutive years and have addressed the basics across our business.

2. GENDER DIVERSITY

We have seen steady growth in female representation across all levels:

Executive level: 38% female representation.
Senior Management (Stratum IV and above): increased from 17% in 2023 to nearly 20% in 2024, the highest since 2012.
Overall Female Representation in Management: increased from 20% in 2023 to 22% in 2024.
Global Female Employees: up from 13% in 2023 to 14% in 2024.

1. DIVERSITY INITIATIVES

We are committed to creating an inclusive culture, with initiatives like emergency period products in female bathrooms, breastfeeding rooms for nursing mothers, inclusive language resources, improved parental leave and opened the Obuasi Baby Care Center, which is recognised by the International Council on Mining and Metals (ICMM) as a best practice in the mining industry.

2. DIVERSE TALENT DEVELOPMENT

Our efforts in recruitment and succession planning are delivering results. Female representation in shortlisted candidates globally has consistently improved since we introduced the 50% recruitment shortlist goal in 2022, ranging from 17% to 34% over the past three years with some business units having reached or exceeded the target. Additionally, female representation in the succession pipeline for executive and senior leadership roles stands at 27%, approaching our 30% target.

As a global organisation operating across multiple countries, we know that representing the diversity within the communities we operate and creating a culture of belonging is important to our people, leaders and stakeholders and makes us a better business.