Labour practice
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Labour practice

Key indicators reasonable assurance

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  • AngloGold Ashanti employed 63,993 people in 2005 (calculated on a monthly average basis), made up of 47,848 (74.8%) permanent employees and 16,145 (25.2%) contractors and JV employees. In 2004, the group employed 65,400 people, comprising 50,737 employees and 14,663 contractors. The changes related to:
    • restructuring at the South African operations, in particular, the closure of Ergo and the beginning of the closure process at Savuka;
    • transition to owner maintenance crews resulted in duplication for some months in Argentina, while the Cuiabá Expansion project resulted in an increase in Brazil; and
    • reductions at Bibiani in Ghana (as a result of ore depletion) and at Siguiri in Guinea (mainly contractors).
  • No breaches of fundamental rights conventions of the International Labour Organization (ILO) were alleged or charged during 2005.
  • There were seven industrial disputes during the period: Mali (3); Guinea (1); South Africa (2) and Ghana (1).
  • Employee training and development costs for South African based operations amounted to $23.2 million in 2005.
  • 6,578 employees left the group in 2005, reflecting a turnover rate of 13.5%, while 1,471 employees jouned the group.
  • 89.4% of the total workforce is represented by a trade union or catered for by collective bargaining processes. All operations have recognised union or collective bargaining agreements in place except for CC&V in the USA and Sunrise Dam in Australia, both of which are non-unionised operations.
  • Progress was made in respect of the representation of women at all levels:
    • 6.1% of all permanent employees are women (2004: 4.5%);
    • 12.4% of all managerial employees are women (2004: 9.8%); (managerial employees are defined as those in supervisory and management roles in Paterson job grades C-Upper and above);
    • women make up 5.9% of the board (2004: 6%).
  • It is standard practice for AngloGold Ashanti to employ indigenous people, rather than expatriate employees, in the African operations (excluding South Africa).
Percentage male to female employed (permanent employees only)* - Group
Percentage male to female in managerial positions (permanent employees only)* - Group
Percentage male to female employed (permanent employees only)* - Group [graph] Percentage male to female in managerial position [graph]
Labour turnover (%)
  
Labour turnover (%) [graph]  

Key indicators – Reporting in line with the Mining Charter in South Africa

The Broad-Based Socio-Economic Charter for the Mining Industry (the Mining Charter) and its accompanying scorecard require that the company report on an annual basis against targets set in its Social and Labour Plans once the conversion of mineral rights is finalised. With this process near completion in the first quarter of 2006, the first formal report will likely be due in 2007. At this stage, a detailed preliminary index on the company’s adherence to Charter targets may be found on page 24. The following key indicators are reported in line with the Mining Charter:

  • 3,892 employees were enrolled in Adult Basic Education and Training (ABET) at a cost to the company of $1.1 million (R7.0 million). (2004: 5,147 employees –$1.6 million or R10.4 million.)
  • Employee training and development expenditure amounted to $23.2 million in 2005.
  • Employment targets and achievements are reported to the South African Department of Labour on an annual basis.
  • Historically disadvantaged South Afircans (HDSAs): within South Africa, 33% of management comprises HDSAs (2004: 32%). (Managerial employees are defined as those in supervisory and management roles in Paterson job grades C-Upper and above). HDSAs make up 18% of the board (2004: 20%).
  • Women: 6.42% of all permanent employees in South Africa are women (2004: 6%); 14% of managerial level employees are women (2004: 14%).
  • Foreign migrancy is reported in South Africa in line with the spirit of the Mining Charter. Foreign migrants are defined as employees drawn from outside of the borders of the country and generally from within the South African Customs Unions, plus Mozambique. Many other migrant workers originate from rural areas within South Africa. The percentage of foreign migrant employees (defined in this way) was 36% as at 31 December 2005 (2004: 37%).
  • Social and Labour Plans are in place for all the South African operations and have been accepted by the Department of Minerals and Energy (DME).
Country of origin of South African
employees (%)
Women in management (%)
Country of origin of South African employees (%) Women in management (%) [graph]
Women employed - Group (%)
Women on board - Group (%)
Women employed - Group (%) [graph] Women on board - Group (%) [graph]
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Report to Society 2005