Employment equity

Anglo American, as one of South Africa's largest private-sector employers, strives for a workforce that reflects the country's demographics. Achieving employment equity is not only a social imperative, but allows us to harness the rich diversity of ideas and perspectives of our country's people. We also recognise the important role women play in mining and strive to attract women to work for Anglo American at all levels.

Anglo American continues to make progress in realising employment equity goals throughout the organisation. Although we still have much to do in reaching our own diversity goals, we have achieved and exceeded the Mining Charter 2010 minimum requirements across all business units and operations.

We focused on developing our own internal HDSA employees in order to establish a pipeline of talent which can move up through the leadership levels – including through mentorship programmes, learnerships, graduate in-training programmes, career pathing and leadership development. We are also committed to local employment through broadening the skills base within mine communities.

The roll-out of our Organisational Cultural Transformation (OCT) programme began in 2017. The programme aims to align the entire company with a basic set of organisational cultural values to drive inclusion and diversity, creating a workforce that treats each other with dignity and respect, irrespective of race, gender, disability or religion. The new programme stresses leadership's responsibility in driving a culturally inclusive organisation and in creating a supportive workplace.

In relation to the national economically active population (EAP), African females remain the most under-represented group across the organisation, while white males remain the most over-represented. African males are also over-represented, although in line with the EAP at management levels.

Our progress

The 2010 Mining Charter sees workplace diversity and equitable representation at all levels as a catalyst for social cohesion, transformation and competitiveness. Specific emphasis was placed on the demographic representation of women in mining. The 2010 Mining Charter required that by the end of 2014, HDSA employees make up 40% of each management level – junior, middle, senior and top management – as well as in core and critical skills.

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AASA's HDSA representation in management and core functions – 2017

%	2014 target	Coal South Africa	De Beers	Kumba	Platinum	Shared Services	Corporate Division	AASA
Board	40	50	45	60	42	0	0	49
Exco	40	42	60	50	44	0	0	45
Senior management ¹	40	51	43	50	51	50	46	48
Middle management	40	63	59	64	67	78	58	64
Junior management ²	40	72	78	70	75	83	80	74
Core and critical skills ³	40	88	95	92	87	N/A	N/A	88
Aggregated HDSAs in management	40	67	66	66	70	81	56	67

¹Including Exco.
²Junior management level C3-C5.
³Core and critical skills: includes occupational levels C2 and below.

AASA's HDSA representation in management and core functions

%	2017	2016	2015	2014	2013	2014 Target
Board	49	49	53	49	50	40
Exco	45	49	47	49	47	40
Senior management ¹	48	45	45	42	38	40
Middle management	64	62	60	60	58	40
Junior management ²	74	72	70	69	67	40
Core and critical skills ³	88	83	83	82	85	40
Women in management	25	24	23	24	23	-
Women in core functions	15	14	13	13	13	-
Aggregated HDSAs in management	67	65	63	62	60	40
HDSAs in total workforce	85	84	83	82	80	40