Employment

Introduction

This comprises Gold Fields’ approach to employment or job creation, including recruitment, onboarding, development, retention, our working conditions and related practices. Gold Fields’ abides by the principles of the International Labour Organisation.

Approach details

Our approach to employment considers, but is not limited to:

• Equal opportunities and non-discrimination: Gold Fields is dedicated to providing equal opportunities for all employees, regardless of their race, gender, nationality, religion, age, disability and ethnicity. We maintain a zero-tolerance policy towards any form of discrimination, harassment, or victimization.
• Recruitment and selection: We strive to attract and recruit the best talent from diverse backgrounds. Our recruitment and selection processes are transparent, fair, and based on merit, with an emphasis on assessing candidates' skills, qualifications, and experience. We actively promote internal career progression and provide opportunities for professional development and growth.
• Employee engagement and communication: We recognise the importance of effective communication and engagement with our employees. We encourage open dialogue, active participation, and feedback at all levels of the organization. Regular meetings, surveys, and other communication channels are used to gather input from employees and address their concerns.
• Health, safety and wellbeing: We prioritise the health, safety and wellbeing of our employees. We comply with all applicable laws and regulations related to occupational health and safety. We invest in training programs, provide personal protective equipment, conduct regular risk assessments, and promote a culture of safety awareness to minimize workplace hazards and incidents.
• Employee learning and development: We are committed to developing our employees' skills, knowledge, and capabilities. We provide comprehensive training programs tailored to the needs of various job roles. We also encourage employees to pursue continuous learning and offer support for further education and professional certifications.
• Work-life balance: We understand the importance of work-life balance in promoting employee satisfaction and well-being. We strive to provide flexible work arrangements, where feasible, to accommodate personal needs and responsibilities. We also offer employee assistance programs, wellness initiatives, and recreational activities to promote a healthy work-life balance.
• Performance management and recognition: We believe in setting clear performance expectations and providing regular feedback to help employees excel in their roles. We have a robust performance management system that recognises and rewards high performers. We also celebrate achievements and milestones to foster a culture of recognition and appreciation.
• Employee benefits and support: We provide competitive market related remuneration packages, including fair living wages, benefits, and retirement plans. We offer comprehensive healthcare coverage and support programs to address employees' physical and mental well-being. We also have mechanisms in place to support employees during challenging times, such as counselling services and employee assistance programmes.
• Employee empowerment and inclusion: We encourage employee participation and involvement in decision-making processes that affect their work. We value diverse perspectives and promote a culture of inclusion, where everyone's voice is heard and respected. We actively support employee resource groups and initiatives that promote diversity, equity and inclusion.
• Continuous improvement: We are committed to continuously improving our employment practices. We regularly review and update our policies and procedures to align with best practices and industry standards. We monitor key performance indicators related to employment, solicit feedback from employees, and engage in partnerships with external stakeholders to enhance our management approach.
• Human rights: The impact of our working environment, policies and procedures on employees and contractors is one of Gold Fields eight salient human rights issues. We are committed to a uphold the fundamental human rights and freedoms including fair treatment (subject to considerations of affirming previously disadvantaged groups), not be subjected to human-trafficking, slavery, servitude, and forced labour, not be employed if you are a child, and freedom of association and collective bargaining. We provide site-level grievance mechanisms for our workforce.

Policies and commitments

The following internal policies and guidelines support our work in this area:

• Human Rights (see Our Human Rights Management Approach regarding forced labour, human trafficking, and child labour)
• Occupational Health and Safety Policy
• Diversity Policy
• Harassment Policy
• Sexual Harassment Policy
• Disciplinary and Grievance Policy
• Recruitment and Selection
• Talent Management
• Learning and Development
• Principles on Flexible Work

As a member of the International Council on Mining and Metals (ICMM), we actively engage with our peers on human rights in the organisation’s committees, working groups and practice groups. We are required to implement and publicly report and assure our performance against the ICMM Mining Principles and Performance Expectations, particularly:

1. Respect human rights and the interests, cultures, customs and values of workers and communities affected by our activities
2. Respect the rights of workers by: not employing child or forced labour; avoiding human trafficking; not assigning hazardous/dangerous work to those under 18; eliminating all forms of harassment and discrimination; respecting freedom of association and collective bargaining; and providing an appropriate mechanism to address workers grievances
3. Equitably remunerate employees with wages that equal or exceed legal requirements or represent a competitive wage within that job market (whichever is higher) and assign regular and overtime working hours within legally required limits
4. Implement policies and practices to respect the rights and interests of women that reflect gender-informed approaches to work practices and job design, and that protect against all forms of discrimination and harassment, and behaviours that adversely impact on women’s successful participation in the workplace
5. Implement policies and practices to respect the rights and interests of all workers and improve workforce representation in the workplace so it is more inclusive