BUILDING A DIVERSE AND INCLUSIVE WORKFORCE
Gold Fields recognises that the diversity and talent of our people will support our efforts in developing and retaining a diverse and talented workforce to ensure business growth and performance.
22% of employees are women
54% of employees in core mining activities are women
23% of employees in leadership positions are women
30% of our Board is female
On International Women's Day we took a look back at how we're progressing in our goals to improve representation of women in mining.
DIVERSITY AND INCLUSION DASHBOARD
Our diversity and inclusion strategy, launched in 2019, includes three areas of focus - workforce diversity, workplace inclusion, and sustainability and accountability - and sets a roadmap for how we can achieve our business and people goals over a five-year period.
Our definition of diversity extends beyond gender alone - we want to build a workforce that reflects the demographics of the countries in which we operate, while at the same time addressing the skills needs of modern, automated gold mines.
That said, gender equity is currently a key focus area - female gender representation of 30% by 2030 is one of our key ESG targets.
We have developed a diversity and inclusion dashboard that captures and measures all aspects of representation across the employee lifecycle (see alongside).
Our CEO Chris Griffith announces a comprehensive study on gender safety at Gold Fields.
On International Women's Day we listened to the reflections of some of our female colleagues in Peru.
In Australia we're piloting and running a number of intiatives to modernize our mines to make our people safer and more efficient.