Our people

Our people are what makes us a successful business today, and will support our success in the future.

Ensuring the safety of our workforce, contractors, and the broader mine communities remains our first priority. We seek to attract, develop and retain the top talent in the industry through our compelling employee value proposition, and maintain constructive relationships with employees and their union representatives.

Our values support culture, and our approach to cultivating and nurturing an inclusive and diverse workforce.

Policies and standards

Global Diversity and Inclusion Framework English, pdf
Group Policy: People English, pdf Español, pdf Português, pdf Français, pdf Arabic, pdf
Group Policy: Remuneration English, pdf
Group standard: Discrimination and Harassment English, pdf
Incentive Compensation Plan Rules (Omnibus) English, pdf

Attracting, developing and retaining talent

The long-term viability and competitiveness of our business depends on our ability to attract, retain and manage people effectively. We accomplish this through:

The successful implementation of our succession planning and talent strategy: Our annual succession planning and talent review process is well-established. Together with OneHR, our people platform, this visibility of key talent, critical roles, retention risks, discipline and gender gaps, and Individual Development Plans (IDPs) enables us to manage talent and prepare successors (including their readiness levels and demographic details).
Embedding our culture and values: Since our comprehensive culture assessment in 2021, AngloGold Ashanti has been on a culture transformation journey. This led to the launch of refreshed Company values in 2023 and the definition of AngloGold Ashanti’s purpose: Mining to empower people and advance societies. Our Purpose, launched and cascaded in 2024, has been positively received by employees.
Leveraging our Leadership Philosophy and Framework, and implementing training: AngloGold Ashanti’s leadership philosophy defines leaders as “values-led and lifelong learners who shape a safe, high-performing, and inspiring culture”. To support this, the AngloGold Ashanti Leadership Framework was developed with input from HR, business leaders, and external experts. It outlines key competencies and behaviours required at each leadership level, guiding leadership development and learning initiatives.

For further information, refer to the Sustainability Report 2024: Attracting, developing and retaining talent

Number of employees

Training and development expenditure ($million)

Training and development expenditure by region ($m)

Culture and inclusion

At AngloGold Ashanti, we are invested in our refreshed values and corporate culture, as these are the beliefs and behaviours that guide how leadership and employees interact with one another and perform their work.

We appreciate that diverse and inclusive teams bring fresh and different perspectives, which can lead to improved ways of working and ultimately better results.

Our approach to inclusion, diversity and equity (ID&E) is rooted in our purpose, values and culture, and is aligned with the United Nations Global Compact (UNGC) and the SDGs, particularly advocating for equal female representation, participation, and leadership in the global business landscape. We are signatories of the UNGC’s Women’s Empowerment Principles (WEPS), and actively participated in the Target Gender Equality Programme.

AngloGold Ashanti’s Australia Business Unit reports annually on gender equality under the Australian Workplace Gender Equality Act 2020. These public reports can be found at www.wgea.gov.au.

As a member of the ICMM, we uphold its performance requirements which focus on eliminating all forms of workplace harassment and unfair discrimination while taking proactive steps to achieve gender equity and emphasising psychological safety alongside physical health and safety. Our ID&E policies align with the ICMM’s approved member practical actions.

AngloGold Ashanti’s ID&E vision is to ‘foster a safe, inclusive, and equitable workplace that reflects the communities in which we operate and where everyone can thrive’. To this end, we have established and implemented a global ID&E Strategy and three-year action plans at both enterprise and business unit levels, which were approved by the Board’s SES Committee in 2023. Progress updates are provided to the SES Committee twice per year.

Addressing sexual harassment

AngloGold Ashanti maintains its zero tolerance approach to sexual harassment and assault. Our Careline offers employees a range of support including specialised assistance for people seeking information about, or impacted by, sexual harassment or sexual assault.

For further information, refer to the Sustainability Report 2024: Culture and inclusion

Our Inclusion, Diversity and Equity (ID&E) strategic pillars

One

Understand
root causes

Understand the why behind our current state to ensure our solutions are targeted

Two

Ensure the
basics are in place

Build a strong foundation that enables systematic change

Three

Sponsor, develop and hire diverse talent and create inclusive experiences

Develop goals and programmes targeted at sponsoring and developing existing diverse talent and attracting a diverse talent pool

Four

Design and enable inclusive talent and business systems

Integrate inclusion, diversity and equity into people systems and business processes and systems

Gender representation

Executive management

Board

Employees (excluding contractors)

In 2021, AngloGold Ashanti conducted a Group-wide culture assessment survey as part of its efforts to reshape company culture and align its values across leadership and employees. Respect for the Group’s people – and their diversity, talents and aspirations – fundamentally informed this assessment, as it will the execution of the assessment’s results.

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