{"id":544,"date":"2025-02-03T10:25:33","date_gmt":"2025-02-03T08:25:33","guid":{"rendered":"https:\/\/reports.anglogoldashanti.com\/24\/?p=544"},"modified":"2025-03-25T11:24:29","modified_gmt":"2025-03-25T09:24:29","slug":"culture-and-inclusion","status":"publish","type":"post","link":"https:\/\/reports.anglogoldashanti.com\/24\/sr\/our-commitments\/culture-and-inclusion\/","title":{"rendered":"Culture and inclusion"},"content":{"rendered":"\n
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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.<\/p>\n\n\n\n

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

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Material issues<\/h3>\n\n\n\n
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  • Social licence to operate<\/li>\n\n\n\n
  • Skills shortages<\/li>\n\n\n\n
  • Human rights<\/li>\n<\/ul>\n<\/div>\n\n\n\n
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    Related SDGs<\/h3>\n\n\n\n
    \n
    \"\"<\/figure>\n\n\n\n
    \"\"<\/figure>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

    Principal risks<\/h3>\n\n\n\n
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    • Failure to attract and retain critical skills and talent<\/li>\n\n\n\n
    • Inability to meet investor expectations or to
      mine responsibly (ESG performance)<\/li>\n<\/ul>\n\n\n\n

      Disclosure against standards<\/h3>\n\n\n\n
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      • GRI 405-1:<\/strong> Diversity of governance bodies and employees<\/li>\n\n\n\n
      • GRI 405-2:<\/strong> Ratio of basic salary and remuneration of women to men<\/li>\n\n\n\n
      • GRI 406-1:<\/strong> Incidents of discrimination and corrective actions taken<\/li>\n\n\n\n
      • GRI 407-1:<\/strong> Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk<\/li>\n\n\n\n
      • GRI 14.21:<\/strong> Non-discrimination and equal opportunity<\/li>\n<\/ul>\n<\/div>\n\n\n\n
        \n
        <\/span>\"\"
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        Our commitment<\/h4>\n\n\n\n

        Our values underpin all that we do, and we commit to upholding and living these in all aspects of our business. Fundamental to our corporate culture is a deep respect for all ethnicities, genders, sexual orientations, cultures, and religious beliefs, fostering an environment of inclusivity and equity. We commit to cultivating and nurturing an inclusive and diverse workforce. <\/p>\n\n\n\n

        We adhere to both local legislation and our specific inclusion, diversity and equity (ID&E) policies, and adopt change management practices to address assumptions and unconscious bias. Our performance incentives are structured to reinforce the right behaviours. <\/p>\n\n\n\n

        A near-term key focus remains on increasing the representation of women in leadership roles and throughout the talent pipeline to reflect the communities in which we operate, and creating an inclusive culture where everyone can thrive. Additionally, we continue to track our performance through both our recruitment and succession planning programmes.<\/p>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n

        What we measure<\/h3>\n\n\n\n

        We continue to track and measure our performance and progress quarterly and annually. Some of our metrics include gender representation across our business, at Board level and at senior leadership level. We also measure progress made in our recruitment and succession planning.<\/p>\n\n\n\n

        Gender representation<\/h5>\n\n\n\n
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        Executive management<\/h6>\n
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