PEOPLE AND CAREERS Our approach to diversity and inclusion

Our approach to diversity and inclusion

Diversity policy

Gold Fields recognises that the diversity and talent of our people will ultimately determine our business’ success. Gold Fields is therefore committed to seeking out and retaining a diverse and talented workforce to ensure business growth and performance.

In parallel with this, having a sound, fair and equitable diversity policy benefits individual employees, our company as a whole, as well as the communities, regulators and third party contractors in the jurisdictions in which we operate. We value such diversity.

Gold Fields encourages diversity on its boards and in its workforce, including diversity in race, gender, ethnic or social origin, colour, language, age, sexual orientation, physical and mental ability, religion, conscience, belief, culture, socio-economic status, experience and education. We believe that the wide array of perspectives that results from such diversity promotes innovation and business success. Managing diversity makes us more creative, flexible, productive and competitive.

Gold Fields believes in treating all people with respect and dignity. We strive to create and foster a supportive and understanding environment in which all individuals realise their maximum potential within the company, regardless of their differences. Gold Fields recognises the importance of reflecting on its boards and in its workforce the diversity of the communities and countries in which it operates.

Group diversity policy
We track a range of metrics on diversity and inclusion including:
  • Female representation, age profiles of our workforce, designated groups (which vary in the countries in which we operate), people with disabilities to name a few. These are reported at the Social and ethics committee of the board quarterly.
  • Pay equality between men and women and rates of return to work for our female employees after maternity leave
  • The number of workforce members we employ from our local communities (55% in 2019)
  • We have a very strong focus on driving out all forms of harassment & bullying in our business
  • We actively support inititiaves to prevent sexual harassment in the workplace and take strong action if this arises
  • We have embarked on an extensive Diversity and Inclusion awareness campaign and training programme in all regions to help employees manage any potential unconsious biases
  • We have a range of diversity initiatives and programmes in each region



Diversity initiatives and programmes
Region     Benefits
Group programmes for all regions and operations    
  • Diversity and inclusion awareness
  • Unconscious bias training
  • Right conversations training

Diversity has increased within GFA, Indigenous has seen an increase from 1.53% of Dec 2018, to 1.70% in Dec 2019 Female diversity has seen slight decrease from 20.29% of Dec 2018, to 19.68% Dec 2019.

We are working with Indigenous services, producers and labour hire companies to see services to be provided for 2020.


The plan for the Gender Equality Program was completed to a 100% for 2019.

We signed a framework agreement with the Ministry of Women and Vulnerable Populations to bring national programs against gender violence to the community of Hualgayoc.

92% of our employees participated in workshops about stereotypes, sexual harassment, and the benefits of gender equality.

We launched a campaign against sexual harassment called #Enough 3,009 contractors received training about sexual harassment A compensation study about gender pay gap was executed We participated in external presentations raising awareness about diversity in the mining sector, we had a total audience of 2,780 students and professionals 1st place in the energy and mining sector in the Aequales PAR Ranking that measures gender equality in Latin America The number of women increased from 16% in 2018 to 19% in December 2019.

We promoted the increase of women in our contractors. One of the requirements with one contractor is to increase the number of women to 15%.


South Deep improvement of diversity in the Management levels. Need to improve to be in line with the Mining Charter requirements


Female representation is 10%. Female employment remains part of the regional scorecard.