{"id":1014,"date":"2026-03-03T06:00:21","date_gmt":"2026-03-03T04:00:21","guid":{"rendered":"https:\/\/reports.anglogoldashanti.com\/25\/?p=1014"},"modified":"2026-03-20T14:17:07","modified_gmt":"2026-03-20T12:17:07","slug":"creating-a-supportive-culture","status":"publish","type":"post","link":"https:\/\/reports.anglogoldashanti.com\/25\/sr\/commitments\/people\/creating-a-supportive-culture\/","title":{"rendered":"Creating a supportive culture"},"content":{"rendered":"\n<div class=\"wp-block-cover alignfull has-custom-content-position is-position-bottom-left has-background-color has-text-color has-link-color wp-elements-283b826dced4323d5d5dc2268018719b\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40);min-height:560px;aspect-ratio:unset;\"><img loading=\"lazy\" decoding=\"async\" width=\"1700\" height=\"1134\" class=\"wp-block-cover__image-background wp-image-2541 size-large\" alt=\"\" src=\"https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_057-1700x1134.jpg\" style=\"object-position:48% 37%\" data-object-fit=\"cover\" data-object-position=\"48% 37%\" srcset=\"https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_057-1700x1134.jpg 1700w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_057-1080x720.jpg 1080w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_057-768x512.jpg 768w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_057-1536x1024.jpg 1536w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_057-2048x1366.jpg 2048w\" sizes=\"auto, (max-width: 1700px) 100vw, 1700px\" \/><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-90 has-background-dim wp-block-cover__gradient-background has-background-gradient\" style=\"background:linear-gradient(20deg,rgb(0,0,0) 0%,rgba(0,0,0,0) 58%)\"><\/span><div class=\"wp-block-cover__inner-container has-global-padding is-layout-constrained wp-container-core-cover-is-layout-f045ee3a wp-block-cover-is-layout-constrained\"><h1 class=\"wp-block-post-title\">Creating a supportive culture<\/h1>\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong><strong>AngloGold Ashanti remains committed to measuring and strengthening its organisational culture. <\/strong><\/strong><\/p>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-columns alignfull is-layout-flex wp-container-core-columns-is-layout-5b9cbc20 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"has-teal-color has-text-color has-link-color has-medium-font-size wp-elements-260ea3d827131fc3ceec444dd50e564b wp-block-paragraph\"><strong>Since an initial baseline culture survey in 2021, the Company has:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Refreshed its values: Safety, Respect, Integrity, Sustainability, Excellence, and Collaboration<\/li>\n\n\n\n<li>Launched a new purpose: \u201cMining to empower people and advance societies\u201d<\/li>\n\n\n\n<li>Implemented a revised operating model<\/li>\n\n\n\n<li>Aligned the values-to-people processes<\/li>\n\n\n\n<li>Designed and launched our people value proposition<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">In 2025, we conducted a follow up culture survey, which reflected a workforce anchored in integrity, accountability, and a collective desire for development and growth. With a representative 88% participation rate (up from 80% in 2021) the results provide a high-confidence snapshot of our progress. Our 2025 culture <strong>score rose to 87, a significant increase from 73<\/strong> in 2021. This places AngloGold Ashanti in the \u2018very good\u2019 range, performing well above industry and global benchmarks within the Barret Values &amp; Culture Assessment Model.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These results affirm that our culture is values-led and improvement-focused. The measurable traction we are seeing is a direct result of our integrated approach: combining a focus on safety, respect, accountability, and human rights, with a clear purpose and a revised operating model. This performance reinforces the benefits of focusing on the key enablers of a healthy culture as a strategic driver of organisational performance and people wellbeing.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">To ensure these insights translate into continued growth, the Culture and Values Assessment results have been shared across the business through interactive listening sessions. Local action plans are underway to celebrate our progress while decisively addressing areas for further improvement.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Our commitment<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Our values underpin all that we do, and we commit to upholding and living these in all aspects of our business. Fundamental to our culture is a deep respect for the diverse identities, backgrounds and perspectives of our people, fostering an environment where inclusivity and equity are the norm. We commit to cultivating and nurturing an inclusive and diverse workforce.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We adhere to both local legislation and our internal inclusion, diversity and equity (ID&amp;E) policies, utilising change management to address unconscious bias. Our performance incentives are structured to reinforce the right behaviours.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A near-term key focus priority is the continuous evolution of our talent pipeline to ensure representative leadership at all levels. We are committed to building a culture of belonging where advancement is accessible to all, reflecting the rich diversity of our workforce and host communities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Our progress is measured through transparent recruitment and succession planning, ensuring we remain accountable to our vision of an equitable workplace.<\/p>\n\n\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\">\n<h2 class=\"wp-block-heading\" style=\"font-style:normal;font-weight:800\">Our <mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-primary-color\">ID&amp;E<\/mark> strategic pillars<\/h2>\n\n\n\n<div class=\"wp-block-group is-layout-grid wp-container-core-group-is-layout-4b3c6c92 wp-block-group-is-layout-grid\">\n<div class=\"wp-block-group is-style-glassmorphic is-layout-flex wp-container-core-group-is-layout-70ae28e4 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image size-large is-resized is-style-glassmorphic\"><img decoding=\"async\" src=\"https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/icon-ide-1.svg\" alt=\"\" class=\"wp-image-2680\" style=\"width:100px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-831b2db5 wp-block-group-is-layout-flex\">\n<h4 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-primary-color\"><strong>One:<\/strong><\/mark><br>Understand root causes<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Understand the why behind our current state to ensure our solutions are targeted<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-style-glassmorphic is-layout-flex wp-container-core-group-is-layout-70ae28e4 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image size-large is-resized is-style-glassmorphic\"><img decoding=\"async\" src=\"https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/icon-ide-2.svg\" alt=\"\" class=\"wp-image-2681\" style=\"width:100px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-831b2db5 wp-block-group-is-layout-flex\">\n<h4 class=\"wp-block-heading\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-primary-color\">Two:<\/mark><\/strong> <br>Ensure the basics are in place<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Build a strong foundation that enables systemic change<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-style-glassmorphic is-layout-flex wp-container-core-group-is-layout-70ae28e4 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image size-large is-resized is-style-glassmorphic\"><img decoding=\"async\" src=\"https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/icon-ide-3.svg\" alt=\"\" class=\"wp-image-2682\" style=\"width:100px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-831b2db5 wp-block-group-is-layout-flex\">\n<h4 class=\"wp-block-heading\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-primary-color\">Three:<\/mark><\/strong> <br>Sponsor, develop and hire diverse talent and create inclusive experiences<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Develop goals and programmes targeted at sponsoring and developing existing diverse talent and attracting a diverse talent pool<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-style-glassmorphic is-layout-flex wp-container-core-group-is-layout-70ae28e4 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image size-large is-resized is-style-glassmorphic\"><img decoding=\"async\" src=\"https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/icon-ide-4.svg\" alt=\"\" class=\"wp-image-2683\" style=\"width:100px\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-831b2db5 wp-block-group-is-layout-flex\">\n<h4 class=\"wp-block-heading\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-primary-color\">Four:<\/mark><\/strong> <br>Design and enable inclusive talent and business systems<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Integrate inclusion, diversity and equity into people systems and business processes and systems<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-style-glassmorphic has-super-light-gray-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--50);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-teal-color has-text-color has-link-color wp-elements-814f8eef0b85f03cbb3129e25336cfee\">Strategic focus area:<\/h4>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\">Share lessons learned and progress the next phase of local ID&amp;E action plans (2026\u20142028) taking into account insights and improvements from the previous three years<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--30);flex-basis:420px\">\n<div class=\"wp-block-group has-super-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-c9a371c5 wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-teal-color has-text-color has-link-color wp-elements-1fd968b587d69f8a3ded0df15a74ce68\">Related SDGs<\/h4>\n\n\n\n<div class=\"wp-block-group is-layout-grid wp-container-core-group-is-layout-d918d0b1 wp-block-group-is-layout-grid\">\n<div class=\"wp-block-group is-style-sdg has-background-color has-red-background-color has-text-color has-background has-link-color wp-elements-b1d58f88539446499a1ed04c91c33fec wp-container-content-2b49082c is-nowrap is-layout-flex wp-container-core-group-is-layout-3a88641f wp-block-group-is-layout-flex\">\n<h6 class=\"wp-block-heading\">SDG 5<\/h6>\n\n\n\n<p class=\"wp-block-paragraph\" style=\"font-size:0.65rem;text-transform:uppercase\"><strong>Gender equality<\/strong><\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-style-sdg has-background-color has-pink-background-color has-text-color has-background has-link-color wp-elements-ca94ae7dc846464b06493515592b81fd is-nowrap is-layout-flex wp-container-core-group-is-layout-3a88641f wp-block-group-is-layout-flex\">\n<h6 class=\"wp-block-heading\">SDG 10<\/h6>\n\n\n\n<p class=\"wp-block-paragraph\" style=\"font-size:0.65rem;text-transform:uppercase\"><strong>Reduced inequalitiies<\/strong><\/p>\n<\/div>\n<\/div>\n\n\n\n<h4 class=\"wp-block-heading has-primary-color has-text-color has-link-color wp-elements-f283fab123b586a4bdd8698034bd110d\">Material sustainability issues<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Effectively managing human capital, including succession planning and retaining and attracting of skills<\/li>\n\n\n\n<li>Understanding and responding to changing socio-economic and political contexts<\/li>\n\n\n\n<li>Effectively managing reputational risks<\/li>\n<\/ul>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">For more information on principal risks see the <em><a href=\"https:\/\/reports.anglogoldashanti.com\/25\/download\/AGA-AR25.pdf\" type=\"link\" id=\"https:\/\/reports.anglogoldashanti.com\/25\/download\/AGA-AR25.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">2025 Annual Report<\/a><\/em><\/p>\n\n\n\n<h4 class=\"wp-block-heading has-light-gray-color has-text-color has-link-color wp-elements-ba58e50af38efc9e42ed72084a11fbf2\">Principal risks<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Inability to attract and retain required skills and resources<\/li>\n\n\n\n<li>Failure to maintain sufficient resilience to external financial drivers<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading has-dark-green-color has-text-color has-link-color wp-elements-25e766ec0adf0a3f6f37896f7daa5df6\">Disclosure against standards<\/h4>\n\n\n\n<ul class=\"wp-block-list is-style-default\">\n<li><strong>GRI 405-1:<\/strong> Diversity of governance bodies and employees<\/li>\n\n\n\n<li><strong>GRI 405-2:<\/strong> Ratio of basic salary and remuneration of women to men<\/li>\n\n\n\n<li><strong>GRI 406-1:<\/strong> Incidents of discrimination and corrective actions taken <\/li>\n\n\n\n<li><strong>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<li><strong>ICMM Responsible Mining Principle 9:<\/strong> Social performance: Pursue continual improvement in social performance and contribute to the social, economic and institutional development of host countries and communities.<\/li>\n\n\n\n<li><strong>WGC Responsible Gold Mining Principle 6.2:<\/strong> Labour rights \u2013 Preventing discrimination and bullying: We will engage regularly and constructively with our employees and their representatives and strive to ensure a workplace free from bullying or harassment and unfair discrimination.<\/li>\n\n\n\n<li><strong>WGC Responsible Gold Mining Principle 6.5:<\/strong> Labour rights \u2013 Diversity: We will implement policies and practices to promote diversity at all levels of the company, including the representation and inclusion of historically underrepresented groups and will report on our progress.<\/li>\n\n\n\n<li><strong>WGC Responsible Gold Mining Principle 6.6:<\/strong> Labour rights \u2013 Women in mining: We are committed to identifying and resolving barriers to the advancement and fair treatment of women in our workplaces.<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading alignfull\">Performance in 2025<\/h2>\n\n\n\n<div class=\"wp-block-columns alignfull is-layout-flex wp-container-core-columns-is-layout-794e3cfa wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"wp-block-paragraph\">Our purpose and core values are aligned with our vision to \u201cfoster a safe, inclusive, and equitable workplace that reflects the communities in which we operate and where everyone can thrive\u201d. As a global company, the challenge of attracting and retaining critical skills and talent for business performance and continuity in all the countries in which we operate is crucial to our long-term success. To meet the expectations of stakeholders, we believe it good practice to strive to reflect the diversity within the communities where we operate and create an inclusive and equitable culture to ensure that the workforce feels a sense of belonging.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Since the launch of our Inclusion, Diversity and Equity approach in 2023, we have made steady progress at both enterprise and business unit level. A 2025 review of our initial three-year action plans confirmed meaningful global progress in strengthening foundational workforce practices and improving our understanding of workforce dynamics.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We have continued to enhance how we attract, develop and retain talent across our organisation, while identifying opportunities to further embed fair, consistent and transparent practices into our systems and processes. This next phase of work focuses on aligning policies, tools and ways of working to support equal access to opportunity and effective role-related decision making based on clear criteria and consistent processes. As we move forward, integrating these principles into everyday business processes will be a priority, supporting sustainable performance, operational consistency and long-term value-creation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-primary-color has-text-color has-link-color wp-elements-bf5769c6fd991fb47b40d249e7248932\">ID&amp;E statistics<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Female representation within senior management, was 22% in December 2025 and overall female representation across the workforce was 14% in 2025. Female representation in the succession pipeline for executive and senior leadership roles was 26% in 2025.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-primary-color has-text-color has-link-color wp-elements-c66363b078c5c05e8afaffb8685c5570\">Benchmarking our progress<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The Global Diversity and Inclusion Benchmark (GDIB) helps measure our progress across key areas such as leadership commitment, recruitment and retention strategies, aligning ID&amp;E with sustainability, and how we engage with the community.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">While measurable progress has been made in several areas, there are still opportunities to fully integrate the GDIB expectations into operational and external community initiatives and other business systems.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-primary-color has-text-color has-link-color wp-elements-558c3937ddfba3190254c5cc5a50749b\">Business Unit level progress<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">At a business unit (BU) level, focus remains on key areas such as policy enhancements, inclusive language, gender affirmation support, and targeted recruitment for increased female representation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In Australia, parental leave policies now offer 26 weeks for primary carers, and eight weeks for secondary carers, while reducing the minimum service requirement to six months. Gender-inclusive language has been adopted, reinforcing that gender identity does not determine the role of primary carer. Both Brazil and Australia have implemented inclusive language resources to foster a more respectful and equitable workplace. To support this, Inclusive Language Guides were developed to encourage self-reflection and learning, with sessions being rolled out across regions to promote role modelling and self-leadership.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Africa launched inclusive learning resources for leaders across the BU and introduced gender equity policies in Ghana. A mentorship programme, masterclass and confidence-building learning sessions were also introduced in the BU.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In Australia, ID&amp;E programmes have been integrated into wellbeing programmes and the psychosocial risk framework led by the safety team. Employee Resource Groups (ERGs) were expanded during the year to include contractors. The Australia BU was recognised for being a menopause-friendly workplace based on its internal educational programmes and policies.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Brazil has placed a strong focus on ID&amp;E awareness, sexual harassment policy education and guides on inclusive language. The BU also prioritised disability inclusion which is a government requirement in Brazil.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Campaigns and initiatives<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Throughout the year, we observed International Women\u2019s Day and International Men\u2019s Day across our global operations celebrating diverse contributions while challenging gender stereotypes to foster more inclusive behaviours.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We also stood in global solidarity with the United Nations 16 days of Activism against Gender-Based Violence. Our focus this year addressed the rise of technology-based gender-based violence, providing employees and leaders with the educational resources needed to actively disrupt and prevent such harm.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Complementing these global milestones were various local initiatives tailored to our diverse workforce. These included cultural heritage celebrations and awareness campaigns focused on vital health and wellbeing topics, such as menopause and mental health.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-primary-color has-text-color has-link-color wp-elements-ad78d185a04b2563c01f641cbbcfa44d\">Addressing sexual harassment<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">AngloGold Ashanti has a zero tolerance approach to sexual harassment and assault. Employees can access a range of support including specialised assistance for people seeking information about, or impacted by, sexual harassment or sexual assault via our Careline. Each BU implements an annual programme around sexual harassment and will continue to progress this.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Looking ahead<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In 2026, we will finalise and launch our comprehensive culture and values action plans at both global and BU level. Progress in this work will be measured and reported transparently, supporting ongoing learning, accountability and adaptability as our approach continued to evolve.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A central element of this momentum is a new three-year Inclusion, Diversity and Equity action plan, to be finalised in February 2026. This roadmap will guide our priorities through to 2028, with a strategic focus on embedding fair and consistent practices into our systems and processes, strengthening internal capability, and enhancing how we attract, develop and retain talent across the organisation. By prioritising these areas, we aim to ensure that inclusive experience is not just an initiative but is a fundamental part of how we operate.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:420px\">\n<div class=\"wp-block-group is-style-glassmorphic has-global-padding is-layout-constrained wp-container-core-group-is-layout-743c2d77 wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--40)\">\n<h3 class=\"wp-block-heading has-teal-color has-text-color has-link-color wp-elements-0c88fc4db503064347e75b0f53f4cc62\">What we measure<\/h3>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-831b2db5 wp-block-group-is-layout-flex\"><div class=\"lazyblock-charts-1JYN96 wp-block-lazyblock-charts\">  \n<h6 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