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Rewarding delivery

AngloGold Ashanti and the Board are responsible for ensuring that remuneration practices are equitable, that good governance is upheld and applied through the remuneration framework at every level to ensure fair, responsible, transparent and competitive remuneration to attract, motivate and retain a skilled, global workforce.

Executive management team members are required to have a minimum shareholding in the Company

  • Section I: Remuneration and Human Resources Committee – chairperson’s letter

    Section I: Remuneration and Human Resources Committee – chairperson’s letter

    It is noteworthy that the leadership team managed to end the year with production, capital expenditure and all-in sustaining costs all within the original guidance range provided at the beginning of 2022.

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  • Section II: Policy report

    Section II: Policy report

    The AngloGold Ashanti Human Resources and Remuneration strategic priorities underpin the business strategy to return the business to competitiveness and establish the foundation for longer term growth whilst retaining sustainable long-term value for shareholders.

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  • Section III: Implementation report

    Section III: Implementation report

    This section of the Remuneration Report explains the implementation of the remuneration policy by providing details of the remuneration paid to members of the executive management team and non-executive directors for the financial year ended 31 December 2022.

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2022 suite of reports

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