Labour and Management Relations

Labour and Management Relations

At Gold Fields, we believe that strong labour and management relations are essential to creating a harmonious and productive work environment. We are committed to fostering open communication, mutual respect, and collaboration between our employees and management.

This covers Gold Fields' consultative practices with employees and their representatives, including our approach to communicating significant operational changes. Our approach to consultation is aligned to international norms and standards. A significant portion of our South African workforce is unionised, with smaller union representative in Peru, and very small pockets of unionised employees in Australia. Collective bargaining therefore plays an important role in our consultation practices.

Approach purpose

• Fair and transparent process of engagement to ensure the needs of organised labour are considered and addressed
• Ensure facilitation of resolution of key business issues jointly between management and organised labour where required
• Recognition of shop stewards or representatives of organised labour on our operations
• Facilitating a structured engagement approach to ensure that all issues raised are dealt with in a timely and professional manner
• Engagement with employees to advise on Group/Region strategy and performance

Approach details

Our management approach on labour and management relations encompasses the following key principles:

1. Communication and dialogue: We prioritise open and transparent communication between employees and management. We establish regular channels for dialogue, such as town hall meetings, employee forums and other regular feedback mechanisms to ensure that concerns, suggestions and ideas can be shared and addressed. We encourage active participation and seek to create a culture of trust and transparency.
2. Employee representation: we recognise the importance of employee representation in decision-making processes. We actively engage with employee representative bodies, such as labour unions, to ensure that the interests of our workforce are represented and considered. We value the input of employee representatives and work collaboratively to find mutually beneficial solutions.
3. Collective bargaining: we respect the rights of employees to engage in collective bargaining. We negotiate in good faith with employee representatives to establish fair and equitable collective bargaining agreements. We strive for a balanced approach that takes into account the interests of both employees and the company, ensuring that the agreements reached are sustainable and mutually beneficial.
4. Conflict resolution: we are committed to resolving conflicts in a fair and timely manner. We have established grievance procedures that provide a framework for employees to raise concerns or disputes. We ensure that these procedures are accessible, transparent and impartial, and promote a culture of respect and fairness. We encourage open dialogue and mediation to find amicable solutions whenever possible. We also make use of external third party specialists as required.
5. Fair and competitive remuneration: we believe in providing fair and competitive remuneration to our employees. We conduct regular market reviews to ensure that our compensation packages align with industry standards and remain competitive. We engage in constructive dialogue with employee representatives to address any concerns related to remuneration and benefits.
6. Employee engagement and participation: we actively involve employees in decision-making processes that affect their work and well-being. We seek their input on matters such as work schedules, safety protocols and employee policies. By involving employees in these processes, we foster a sense of ownership and engagement, leading to better collaboration and improved job satisfaction.
7. Training and development: we invest in the training and development of both employees and management to enhance their skills and capabilities. We provide training programmes on labour relations, conflict resolution, communication and other relevant topics to ensure that both parties have the necessary knowledge and tools to build positive relationships and effectively address labour-related issues.
8. Health and safety: we prioritise the health and safety of our workforce. We maintain a strong safety culture and comply with all applicable health and safety regulations. We engage employees in safety initiatives, provide training on safety protocols and encourage their active participation in creating a safe working environment. We believe that a safe and healthy workforce is essential for positive labour-management relations.
9. Continuous improvement: we are committed to continuously improving our labour and management relations practices. We regularly review our policies, procedures and practices to ensure they remain relevant and effective. We seek feedback from employees and employee representatives to identify areas for improvement and implement appropriate changes.
10. Compliance and ethical conduct: we adhere to all applicable labour laws, regulations and international labour standards. We promote ethical conduct and respect for human rights throughout our operations. We strive for fair employment practices, including equal opportunity, non-discrimination, and fair treatment of employees at all levels of the organisation.

• Gold Fields recognises employee's right to freedom of association and employees are therefore free to join a union of their choice
• Gold Fields has policies in place to recognise and engage with organised labour once a certain threshold is achieved in membership
• Interactions with organised labour are conducted through formal and informal decision-making forums, depending on the decision required
• We consider organised labour as a key stakeholder in our business as they form part of decisions taken about round the safety and health of our employees
• Consultation practices are in place to ensure that we engage employees before making specific decisions, particularly if they include substantial operational changes
• Meaningful consultation includes the timely provision of all information needed for employees or their representatives to make informed decisions. In the case of any potential restructuring, Gold Fields makes every effort to explain the impact of the proposed changes to the affected parties, and to give them the opportunity to jointly find alternative solutions to avoid or mitigate any potential negative impacts. This engagement is done to ensure good employee relations and a positive work climate. It also supports our social licence to operate
• We also track and monitor any potential strikes or lockouts by employees

Mechanisms

• Formal engagement forums, some of which are mandated by legislation
• Formal processes through which employees can lodge and address grievances and issues with management and the organisation
• Formal processes and procedures for negotiating wages (collective bargaining)