{"id":1016,"date":"2026-03-03T08:00:05","date_gmt":"2026-03-03T06:00:05","guid":{"rendered":"https:\/\/reports.anglogoldashanti.com\/25\/?p=1016"},"modified":"2026-03-25T06:24:20","modified_gmt":"2026-03-25T04:24:20","slug":"attracting-developing-and-retaining-talent","status":"publish","type":"post","link":"https:\/\/reports.anglogoldashanti.com\/25\/sr\/commitments\/people\/attracting-developing-and-retaining-talent\/","title":{"rendered":"Attracting, developing and retaining talent"},"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-808a684ee84c2bd28b68d655a0acdbe3\" 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;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-90 has-background-dim has-background-gradient\" style=\"background:linear-gradient(20deg,rgb(0,0,0) 0%,rgba(0,0,0,0) 58%)\"><\/span><img loading=\"lazy\" decoding=\"async\" width=\"1700\" height=\"1134\" src=\"https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/251002_Anglo-Gold-Day-02_083_tropicana-1700x1134.jpg\" class=\"wp-block-cover__image-background wp-post-image\" alt=\"\" data-object-fit=\"cover\" data-object-position=\"53% 51%\" style=\"object-position:53% 51%;\" srcset=\"https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/251002_Anglo-Gold-Day-02_083_tropicana-1700x1134.jpg 1700w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/251002_Anglo-Gold-Day-02_083_tropicana-1080x720.jpg 1080w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/251002_Anglo-Gold-Day-02_083_tropicana-768x512.jpg 768w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/251002_Anglo-Gold-Day-02_083_tropicana-1536x1024.jpg 1536w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/251002_Anglo-Gold-Day-02_083_tropicana-2048x1366.jpg 2048w\" sizes=\"auto, (max-width: 1700px) 100vw, 1700px\" \/><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\">\n<div class=\"wp-block-columns alignfull are-vertically-aligned-bottom is-layout-flex wp-container-core-columns-is-layout-2d1730f3 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-vertically-aligned-bottom is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40);flex-basis:66%\"><h1 class=\"wp-block-post-title\">Attracting, developing and retaining talent<\/h1>\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong>Employee relations at AngloGold Ashanti is founded on a relationship-based model that seeks to foster positive relationships with employees and their union representatives, aligned to our values and focused on interest-based collective bargaining.<\/strong><\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-bottom has-global-padding is-content-justification-right is-layout-constrained wp-container-core-column-is-layout-49613cd2 wp-block-column-is-layout-constrained\">\n<div class=\"wp-block-group has-background-color has-text-color has-link-color wp-elements-c91422acc4e8ea2b9851bac726ce091a is-content-justification-right is-layout-flex wp-container-core-group-is-layout-5ead310b wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group alignfull has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"background-color:#507480cf;padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">\n<p class=\"has-text-align-center wp-block-paragraph\"><em>AGA Minera\u00e7\u00e3o, Cuiab\u00e1, Brazil<\/em><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-columns alignfull is-layout-flex wp-container-core-columns-is-layout-84f855d9 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<h2 class=\"wp-block-heading\">Our commitment<\/h2>\n\n\n\n<p class=\"has-teal-color has-text-color has-link-color has-medium-font-size wp-elements-e83ac4ecb01fb1dffa3e00e1cf650893 wp-block-paragraph\"><strong>We remain committed to implementing best-practice talent procurement and management initiatives, and to enhance and develop the capabilities of our employees.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We attract and retain talent through our compelling people value proposition.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Central to employee relations at AngloGold Ashanti is a relationship-based model that commits to fostering positive relationships with employees and their union representatives, aligning with our values and a dedication to embedding interest-based collective bargaining.<\/p>\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<h3 class=\"wp-block-heading has-teal-color has-text-color has-link-color wp-elements-ed3a4a9d3b8885c0ba05514332e49fba\">Strategic focus areas:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Continue to prioritise the proactive identification of critical talent to ensure sustained organisational capability<\/li>\n\n\n\n<li>Launch and roll out the leadership capability development strategy<\/li>\n\n\n\n<li>Implement high-impact Individual Development Plans (IDPs) that are purposeful, personalised, and development-driven<\/li>\n\n\n\n<li>Support mining operations to implement discipline health assessments and development<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading alignfull\">Performance in 2025<\/h2>\n\n\n\n<h3 class=\"wp-block-heading has-primary-color has-text-color has-link-color wp-elements-aec9cf94bacb6d1ed1695a24b7c3ad8e\">Enhancing talent management and succession planning<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">AngloGold Ashanti continues to advance talent management and succession planning, building on the structured, best-practice approach introduced in 2022. Our succession planning discipline has matured year-on-year, supported by improved data quality, more practical plans and stronger ability to translate insights into decisive development and deployment actions. Leadership capability has progressed in parallel, with leaders engaging in more rigorous, outcomes-driven talent discussions and demonstrating increased accountability for building sustainable pipelines.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Over the past four years, succession pipelines have become stronger and more realistic, with clear visibility of strengths, gaps and readiness horizons. In 2025, talent assessments were refreshed to improve accuracy and comparability, strengthening our forward-looking pipeline. We also improved visibility of emerging talent at feeder levels, enabling earlier identification of future successors and more deliberate long-term pipeline building.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This maturity has supported the timely deployment of senior talent into critical roles, underpinning business continuity and leadership stability. Proactive external market mapping complements internal succession by providing market insight and credible contingency options, while supporting targeted hiring where internal gaps persist.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Succession health for Stratum IV (VP\/GM level) and above remains robust, supported by solid bench strength. Where \u201cready now\u201d gaps exist, these largely reflect purposeful deployment into critical roles \u2014 evidence that the pipeline is being actively used to deliver business continuity. Nearterm readiness is being addressed through accelerated, on-the-job development and planned mobility for identified successors, complemented by selective external hiring and market mapping to ensure continuity and strengthen optionality.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The priority remains to accelerate readiness while rebuilding depth at feeder levels to sustain an uninterrupted leadership pipeline.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gender representation has improved steadily over recent cycles, providing a stronger platform to advance women into senior leadership roles. While representation remains less consistent across technical and operational disciplines, this is a clearly defined priority area to deepen mining successor pipelines and future pipelines.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The OneHR system continues to enable centralised succession data, improved analytics and more informed leadership conversations. In 2026, development will be emphasised \u2014 ensuring disciplined execution of priority development actions, targeted deployment to accelerate readiness, and selective external hiring when required so the organisation maintains a healthy, diverse and future-ready leadership pipeline.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-primary-color has-text-color has-link-color wp-elements-bddd6b88449d8df0a6654421b2bb2b64\">Talent actions progress<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Following the 2024 Succession Planning and Talent Review, key actions were progressed and further refined based on insights from the 2025 talent review. The focus was on translating talent insights into tangible development actions, targeted deployment and active risk mitigation. This was supported by proactive external market mapping to expand talent optionality and strengthen succession contingency where required.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Key areas of progress include:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Talent deployment and succession execution: A meaningful portion of senior appointments in 2025 were filled through internal moves arising from our succession and movement plans, demonstrating stronger internal mobility and effective use of succession planning to support business continuity. A robust succession and deployment approach also reduces time-to-appoint in critical roles, directly mitigating operational and leadership risk by enabling faster, more confident decisions when vacancies arise. Accelerating successor readiness through deliberate movement and deployment remains a priority, while rebuilding depth at feeder levels to sustain long-term pipeline health.<\/li>\n\n\n\n<li>Retention risk and retirement planning: Retention health improved modestly over time, supported by targeted measures for critical roles and high-risk talent. Looking ahead, increased emphasis will be placed on non-monetary levers, particularly for younger talent where progression, exposure and clear career pathways are key drivers of retention. Retirement exposure is receiving proactive attention, with leaders supported to define and implement mitigation actions early to ensure continuity and minimise disruption.<\/li>\n\n\n\n<li>Targeted external recruitment and market mapping: Internal talent remains the clear priority, particularly for roles where organisational context, continuity and operational credibility are essential. External market mapping is a well-established process that improves hiring readiness, strengthens contingency options and provides objective market benchmarking. It can also significantly reduce time-to-hire by enabling faster responses when vacancies arise. Importantly, mapping is increasingly being used not only to identify talent but to nurture future talent through ongoing connection and engagement, keeping external pipelines warm and deployable. Where internal gaps persist, most notably in scarce mining skills, selective hiring and targeted mapping are used to improve near-term coverage.<\/li>\n\n\n\n<li>Development actions and development planning maturity: The number of successors with development plans increased, reflecting improving rigour and follow-through. The emphasis is now firmly on execution \u2014 driving high-quality, role-relevant development actions that close readiness gaps through on-the-job experiences (lateral, stretch and upward moves), aligned to mobility preferences and readiness horizons. Development execution is receiving a strong focus to bring it to the same standard and discipline as succession planning, moving from good practice to consistently high-impact outcomes.<\/li>\n\n\n\n<li>Gender representation and sponsorship: Female representation in succession pools has improved steadily over several cycles, strengthening leadership pipeline depth and readiness for senior roles. While technical and operational experience remain the key constraint, this is being addressed through targeted development and selective recruitment. The Elevate Sponsorship Programme was launched to support high-potential talent with the first cohort onboarded and sponsorship relationships established or in progress to enhance exposure, advocacy and readiness for critical roles.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-primary-color has-text-color has-link-color wp-elements-2bbca1fc1a542d0674446a1fdffb85ae\">Key talent actions for the next phase<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Succession plans are healthy and the organisation is well-positioned. However, continuous improvement remains essential. A small number of targeted actions have been identified to further reduce continuity risk and maintain an uninterrupted, market-ready pipeline aligned to the business strategy:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Accelerate readiness through high-quality development execution \u2014 ensuring Stratum IV+ successors have actionable, role-relevant development actions aligned to readiness horizons, career aspirations and mobility, with disciplined follow-through<\/li>\n\n\n\n<li>Rebuild feeder pipelines through internships and graduate programmes \u2014 expanding entry-level intake to strengthen the long-term pipeline into Stratum II and Stratum III, with particular emphasis on operations and mining<\/li>\n\n\n\n<li>Strengthen in-house\/on-the-job capability building for scarce skills \u2014 partnering with operations to create practical, work-based pathways that build critical mining capability and operational depth<\/li>\n\n\n\n<li>Expand targeted exposure for key successors into mining leadership roles \u2014 increase structured exposure through stretch assignments, acting opportunities and targeted rotations to build end-to-end operational leadership capability and accelerate readiness<\/li>\n\n\n\n<li>Continue proactive market mapping and selective recruitment \u2014 maintaining external optionality and selectively hiring to replenish critical operational benches, alongside focused mapping for selected senior roles where near-term depth is constrained<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-primary-color has-text-color has-link-color wp-elements-7bbb452af37b5a0ba7da7b3d9a350705\">Leadership<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">AngloGold Ashanti\u2019s Leadership Framework defines what effective leadership means across the organisation and is anchored in our Leadership Philosophy. The framework is currently under review by the senior leadership team to ensure it remains relevant, aligned to our strategic priorities and fit for the future. It articulates clear behavioural expectations from both a people leadership and a business leadership perspective, outlining how our leaders are expected to demonstrate these behaviours across the different leadership levels. The Leadership Framework is scheduled for launch in 2026.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In support of leadership capability building, we have rolled out a Coaching Framework that provides a consistent, value-adding and sustainable approach to coaching at AngloGold Ashanti. The framework targets our top talent at manager level and above and is designed to accelerate development, enhance readiness for progression into leadership roles, support successful leadership transitions, and address limiting behaviours.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As part of our Leadership Development Strategy, we have also implemented the Team Effectiveness Programme. This programme supports leaders through a structured approach to team alignment, communication, collaboration and performance, enabling teams to deliver results consistently and sustainably.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-primary-color has-text-color has-link-color wp-elements-435ca2bf4011a3c8df187d0946534893\">Training and development<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">We continue to utilise SAP SuccessFactors as our Learning Management System (LMS) to enable employee development and support building our current and future skills pipeline. The platform leverages emerging technologies, including artificial intelligence (AI), to promote a strong learning culture across the organisation. Our LMS is powered by Skillsoft, a global learning content provider that gives access to more than 30,000 learning resources across multiple modalities. This enables flexible, \u201canywhere learning\u201d and delivers a personalised learning experience through AI-driven recommendations, supporting both personal and professional development.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">During the year, we started developing global learning catalogues and curricula for all leadership and development programmes. This includes the integration of classroom-based training into the LMS, improving ease of scheduling, participation tracking and reporting.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In 2025, we also initiated a review of our Discipline Health Frameworks to strengthen technical and functional capabilities across all disciplines. The mining discipline has been prioritised, with a focus on building critical capability and a sustainable talent pipeline. Development interventions will be rolled out in 2026 with full integration into OneHR, after which the approach will be extended to other disciplines, including health and safety, human resources, finance and additional technical functions across the organisation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-primary-color has-text-color has-link-color wp-elements-fdea5e9f71be7c4e38a0b9804aa87873\">Labour relations and collective bargaining<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">AngloGold Ashanti continues to augment the employee relations landscape while focusing on building constructive relations with employees and organised labour. These relationships are based on open, timely engagement, collaboration, and mutual respect. Several channels for employees to have a voice are maintained to build the employee\/employer relationship which is critical to the business. This is further enhanced through the Company culture and values.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Our amended Global Employee Relations Standard was approved and launched in 2025. This standard governs employee and labour relations and enables an effective mechanism for communication and participation for our employees. The employee and labour relations environment remained stable in 2025 with the main risks across the business being demands for higher than inflation increases in some jurisdictions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At AngloGold Ashanti, we continuously endeavour to build and maintain constructive and productive relations with our employees and their union representatives, which are underpinned by our Company values.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There are no collective bargaining agreements in place for employees in Australia, Colombia, Egypt or the United States. However, the Company ensures that we have appropriate relations with our employees in these countries through compliance with labour legislation, fair Company policies and procedures, and promoting healthy relationships through effective line management practices. The Company does not seek to restrict the right to freedom of association or collective bargaining at any of our operations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">All employees in the Australian Region (including all employees in global teams employed through the Australian BU) are engaged on individual common law contracts. Union membership among private sector employees in 2025 remains low in Australia.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Wage negotiations and conditions of service review were concluded successfully at all sites in Ghana and Guinea and were within the official inflation ranges. For the 2025 year, the Company came under pressure for higher than inflation increase demands driven by higher expectations from unions on the back of significant increases in the gold price. In Ghana this was further exacerbated by the strengthening of the Ghana cedi against the US dollar, which reduced employees basic earnings by up to 35%. The Company compensated for this through the payment of ex gratia lump sums to employees in the bargaining unit at both Iduapriem and Obuasi. The annual collective bargaining and wage negotiations in Tanzania was severely delayed due to the post-election unrest in Tanzania. The union in Tanzania has similar expectations for higher than inflation increases on the back of the increased gold price and profitability of Geita compared to the 2024 year. Negotiations are progressing peacefully and we are targeting a final wage deal by Q2 2026.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Retention and development of critical skills, such as underground operator skills, remains a priority and in 2025 efforts were intensified to strengthen the supply and pipeline of critical operator skills. The Africa BU participated in total remuneration surveys to meet the benchmark at competing markets in Ghana and Tanzania. Overall, the wage negotiations took into consideration the various inflationary and labour market demands of unions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There were no labour-related incidents that disrupted any of our operations in 2025.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Full-time employees receive a number of benefits. These include retirement, accommodation for select employees, production and safety related bonus schemes, and reasonable and fair conditions of services in addition to resultant benefits emanating from collective bargaining.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The minimum notice period regarding operational changes varies from country to country. Please see the 2025 Data Workbook for country notice periods.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Looking ahead<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Accelerate talent readiness through robust development execution<\/li>\n\n\n\n<li>Rebuild our early career talent pipelines through internships and graduate programmes<\/li>\n\n\n\n<li>Strengthen in-house on-the-job capability building for scarce skills in partnership with operations<\/li>\n\n\n\n<li>Continue proactive market mapping and targeted recruitment to replenish critical operational benches and senior roles where near-term depth is limited<\/li>\n<\/ul>\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-green-background-color has-text-color has-background has-link-color wp-elements-10abe9668886e3cd2e1cbc8748a79d7d 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 3<\/h6>\n\n\n\n<p class=\"wp-block-paragraph\" style=\"font-size:0.65rem;text-transform:uppercase\"><strong>Good health and well-being<\/strong><\/p>\n<\/div>\n\n\n\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-maroon-background-color has-text-color has-background has-link-color wp-elements-762aec9a4fe74964525d697b33180c73 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 8<\/h6>\n\n\n\n<p class=\"wp-block-paragraph\" style=\"font-size:0.65rem;text-transform:uppercase\"><strong>Decent work and economic growth <\/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 skill<\/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>SASB EM-MM-310a.1:<\/strong> Percentage of active workforce employed under collective agreements<\/li>\n\n\n\n<li><strong>SASB EM-MM-310a.2:<\/strong> (1) Number and (2) duration of strikes and lockouts <\/li>\n\n\n\n<li><strong>SASB EM-MM-00.B:<\/strong> Total number of employees, percentage contractors<\/li>\n\n\n\n<li><strong>GRI 2-30:<\/strong> Collective bargaining agreements<\/li>\n\n\n\n<li><strong>GRI 401-1:<\/strong> New employee hires and employee turnover<\/li>\n\n\n\n<li><strong>GRI 401-2:<\/strong> Benefits provided to full-time employees that are not provided to temporary or part-time employees<\/li>\n\n\n\n<li><strong>GRI 402-1:<\/strong> Minimum notice periods regarding operational changes<\/li>\n\n\n\n<li><strong>GRI 404-1:<\/strong> Average hours of training per year per employee<\/li>\n\n\n\n<li><strong>GRI 404-2:<\/strong> Programs for upgrading employee skills and transition assistance programs<\/li>\n\n\n\n<li><strong>GRI 404-3:<\/strong> Percentage of employees receiving regular performance and career development reviews<\/li>\n\n\n\n<li><strong>GRI 14.17:<\/strong> Employment practices<\/li>\n\n\n\n<li><strong>ICMM SERF Indicator 5:<\/strong> Workforce development: Training provided<\/li>\n\n\n\n<li><strong>ICMM Responsible Mining Principle 3.5:<\/strong> Human rights: Equitably remunerate employees with wages that equal or exceed legal requirements or represents competitive wage within that job market and assign regular and overtime working hours within legally required limits.<\/li>\n\n\n\n<li><strong>WGC Responsible Gold Mining Principle 6:<\/strong> Labour rights: We will ensure that our operations are places where employees and contractors are treated with respect and are free from discrimination or abusive labour practices.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-style-default has-global-padding is-layout-constrained wp-container-core-group-is-layout-f789337c wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading has-teal-color has-text-color has-link-color wp-elements-758579e40ce911bcd45ab346108a549d\" style=\"padding-right:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">What we measure<\/h3>\n\n\n\n<div class=\"wp-block-group alignwide chart-grid is-layout-grid wp-container-core-group-is-layout-09a5aa0d wp-block-group-is-layout-grid\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group glassmorphic has-global-padding is-layout-constrained wp-container-core-group-is-layout-8d78d0e8 wp-block-group-is-layout-constrained\" 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)\">\n<h5 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-dark-gray-color assurance\">RA<\/mark> | Total number of employees and contractors<\/h5>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-f0b6b26e wp-block-group-is-layout-flex\">\n<p class=\"has-teal-color has-text-color has-link-color has-x-large-font-size wp-elements-24be99d63458038df749005607017b50 wp-block-paragraph\"><strong>38,243<strong><sup>\u25b4<\/sup><\/strong><\/strong><\/p>\n\n\n\n<p class=\"has-teal-color has-text-color has-link-color wp-elements-aca03559f7ee689dd1ffa9a220e7888e wp-block-paragraph\"><strong>(15,367<strong><sup>\u25b4<\/sup><\/strong> employees and 22,876 contractors) <\/strong><\/p>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">(2024: 36,496)<strong><sup>\u25b4<\/sup><\/strong><br>(Employees: 15,167<strong><sup>\u25b4<\/sup><\/strong>; Contractors: 21,329<strong><sup>\u25b4<\/sup><\/strong>)<br><em><sup>\u25b2 <\/sup>Excludes Kibali<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group glassmorphic has-global-padding is-layout-constrained wp-container-core-group-is-layout-8d78d0e8 wp-block-group-is-layout-constrained\" 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)\">\n<h5 class=\"wp-block-heading\">Average number of hours spent on training*<\/h5>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-f0b6b26e wp-block-group-is-layout-flex\">\n<p class=\"has-teal-color has-text-color has-link-color has-x-large-font-size wp-elements-d54a2324174031e7d59e5b261d6fdb77 wp-block-paragraph\"><strong>8.49<\/strong><\/p>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">(2024: 24.69)<\/p>\n<\/div>\n\n\n\n<p class=\"has-small-font-size wp-container-content-69bc4bdf wp-block-paragraph\"><em>* <\/em>The 2024 training hours per employee were restated to exclude subcontractors at Siguiri and align the metric with the 2025 methodology, following implementation of a new training reporting system that tracks employees only<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group glassmorphic has-global-padding is-layout-constrained wp-container-core-group-is-layout-8d78d0e8 wp-block-group-is-layout-constrained\" 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)\">\n<h5 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-dark-gray-color assurance\">RA<\/mark> | Training and development expenditure<\/h5>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-f0b6b26e wp-block-group-is-layout-flex\">\n<p class=\"has-teal-color has-text-color has-link-color has-x-large-font-size wp-elements-0ab65b814ed9c9d3ae83a7a522d6b90f wp-block-paragraph\"><strong>$8.62m<\/strong><\/p>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">(2024: $7.99m)<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group glassmorphic has-global-padding is-layout-constrained wp-container-core-group-is-layout-8d78d0e8 wp-block-group-is-layout-constrained\" 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)\">\n<h5 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-dark-gray-color assurance\">RA<\/mark> | Employees participating in collective bargaining agreements<\/h5>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-f0b6b26e wp-block-group-is-layout-flex\">\n<p class=\"has-teal-color has-text-color has-link-color has-x-large-font-size wp-elements-8a859d687e58ed50d8123fb3f29e4adf wp-block-paragraph\"><strong>91%<\/strong><\/p>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">(2024: 83%)<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group glassmorphic has-global-padding is-layout-constrained wp-container-core-group-is-layout-8d78d0e8 wp-block-group-is-layout-constrained\" 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)\">\n<h5 class=\"wp-block-heading\">New employee hires<\/h5>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-f0b6b26e wp-block-group-is-layout-flex\">\n<p class=\"has-teal-color has-text-color has-link-color has-x-large-font-size wp-elements-f73b90d8f7676b23c7e55620d36d3107 wp-block-paragraph\"><strong>2,041<\/strong><\/p>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">(2024: 2,098)<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group glassmorphic has-global-padding is-layout-constrained wp-container-core-group-is-layout-8d78d0e8 wp-block-group-is-layout-constrained\" 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)\">\n<h5 class=\"wp-block-heading\">Voluntary turnover rate<\/h5>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-f0b6b26e wp-block-group-is-layout-flex\">\n<p class=\"has-teal-color has-text-color has-link-color has-x-large-font-size wp-elements-faf779b3b0f1e1d1749013c7102a5b12 wp-block-paragraph\"><strong>1<\/strong>%<\/p>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">(2024: 9%)<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group glassmorphic has-global-padding is-layout-constrained wp-container-core-group-is-layout-8d78d0e8 wp-block-group-is-layout-constrained\" 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)\">\n<h5 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-dark-gray-color assurance\">RA<\/mark> | Days lost due to industrial action<\/h5>\n\n\n\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-f0b6b26e wp-block-group-is-layout-flex\">\n<p class=\"has-teal-color has-text-color has-link-color has-x-large-font-size wp-elements-77ba6d946122f7db2f21de68eefe1efb wp-block-paragraph\"><strong>0<\/strong><\/p>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">(2024: 4)<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group glassmorphic has-global-padding is-layout-constrained wp-container-core-group-is-layout-8d78d0e8 wp-block-group-is-layout-constrained\" 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)\">\n<h5 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-foreground-color assurance\">RA<\/mark> | Employees covered by collective bargaining agreements<\/h5>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td>Argentina<\/td><td class=\"has-text-align-right\" data-align=\"right\"><strong>91 %<\/strong><\/td><\/tr><tr><td>Brazil<\/td><td class=\"has-text-align-right\" data-align=\"right\"><strong>99 %<\/strong><\/td><\/tr><tr><td>Ghana<\/td><td class=\"has-text-align-right\" data-align=\"right\"><strong>86 %<\/strong><\/td><\/tr><tr><td>Guinea<\/td><td class=\"has-text-align-right\" data-align=\"right\"><strong>94 %<\/strong><\/td><\/tr><tr><td>Tanzania<\/td><td class=\"has-text-align-right\" data-align=\"right\"><strong>85 %<\/strong><\/td><\/tr><\/tbody><\/table><\/figure>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-cover alignfull has-custom-content-position is-position-bottom-right has-background-color has-text-color has-link-color wp-elements-034a9ebd7cd855367a6ec003afe9f71b\" 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-2863 size-large\" alt=\"\" src=\"https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_048-1700x1134.jpg\" style=\"object-position:47% 23%\" data-object-fit=\"cover\" data-object-position=\"47% 23%\" srcset=\"https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_048-1700x1134.jpg 1700w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_048-1080x720.jpg 1080w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_048-768x512.jpg 768w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_048-1536x1024.jpg 1536w, https:\/\/reports.anglogoldashanti.com\/25\/wp-content\/uploads\/2026\/02\/AGA_CDS_2025_048-2048x1366.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\">\n<div class=\"wp-block-group has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-34a480d6 wp-block-group-is-layout-constrained\" style=\"background-color:#507480cf;padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">\n<p class=\"has-text-align-center wp-block-paragraph\"><em>AGA Minera\u00e7\u00e3o, C\u00f3rrego do S\u00edtio, Brazil<\/em><\/p>\n<\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Employee relations at AngloGold Ashanti is founded on a relationship-based model that seeks to foster positive relationships with employees and their union representatives, .<\/p>\n","protected":false},"author":1,"featured_media":2854,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[21],"tags":[],"class_list":["post-1016","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-people"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Attracting, developing and retaining talent | Report Suite 2025<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/reports.anglogoldashanti.com\/25\/sr\/commitments\/people\/attracting-developing-and-retaining-talent\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" 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