Diversity & inclusion

AngloGold Ashanti’s aim is to create, nurture and support a diverse and inclusive workforce that is aligned to the United Nations Sustainable Development Goals (UN SDGs) and the United Nations Global Compact (UNGC).

We do this by:

  • Ensuring that our leadership teams takes full ownership of our approach to diversity and inclusion and their outputs
  • Establishing clearly defined priorities and actions for the next two to five years, with associated implementation guidelines, to ensure that our diversity and inclusion objectives are entrenched in our business processes

As an organisation, we endeavour to grant equal representation to our diverse global footprint, to listen to and understand the needs of our many different stakeholders, and to acknowledge and address the challenges faced by our industry and business. To this end, we are guided by our Global Transformation Policy  and our Global Diversity and Inclusion Framework.

AngloGold Ashanti’s Social, Ethics and Sustainability subcommittee of the Board sponsors the company’s diversity and inclusion initiatives.

Our roadmap

We recognise that properly addressing diversity and inclusion in our business is a journey, and not a destination. While we are proud to be compliant with the many practices that guide our work, we acknowledge that we are not yet where we would like to be. We still have some way to go if we are to operate in a space that is proactive and resilient.

Nevertheless, we believe that our present day initiatives are the stepping stones that will ensure that we get there in the future.

Strategic imperatives

Our approach to diversity and inclusion involves the following strategic imperatives. Unless these all work together consistently and coherently, we know that our efforts to support and promote diversity in our organisation will be hindered:

Leading by example

Our leaders must actively demonstrate their commitment to diversity by encouraging and engaging staff to drive our diversity and inclusion strategy forward. To do so, they must be fully equipped with the knowledge and tools necessary to inspire, motivate and empower employees.

Understanding and managing challenges and barriers

We need to proactively identify, assess and manage the barriers that impede our progress. Effective mitigation measures must be implemented and maintained to address diversity and inclusion risks and these must be continually assessed and enhanced.

Complying with standards, systems and processes

Systems, processes and workplans must be in place to foster diversity and inclusion. All levels of the organisation must demonstrate accountability to upholding and complying with local legislation and company-specific diversity and inclusion policies and practices.

Working towards change

A robust change management process, as well as clear communications plans, must be developed to address assumptions and unconscious bias. Performance incentives and key performance indicators should drive the right behaviour.


We have a responsibility to work towards achieving all the goals outlined in the UN SDGs. In our work on diversity and inclusion, we are acknowledging our ability to influence the following three goals:

Goal 5: Gender Equality

Gender equality is not only a fundamental human right, but a necessary foundation for a peaceful, prosperous and sustainable world.

Goal 8: Decent Work and Economic Growth

Sustained and inclusive economic growth can drive progress, create decent jobs for all and improve living standards.

Goal 10: Reduced Inequalities

Reducing inequalities and ensuring no one is left behind are integral to achieving the UN SDGs.