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					AngloGold Ashanti Sustainability Review: Supplementary Information 2009   Social performance: Labour practices and decent work




Social performance: Labour practices and
decent work




The social dimension of sustainability concerns the impacts the company has on the
social systems in which it operates.




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                                                                                       AngloGold Ashanti Sustainability Review: Supplementary Information 2009




Management approach
The system for people is based on our organisational values and 10 managerial leadership practices. Through the System
for People, the group is implementing a structured, common approach for working together to support long term business
improvements and value creation. For further discussion on AngloGold Ashanti’s management approach in this area please
refer to pages 44-49 of the Group-level Report.

Performance indicators:
The following (core) and (additional) indicators are reported in compliance with GRI. In addition, where the response is
applicable to the ICMM principles or the principles of the UN Global Compact, this is illustrated by their respective logos.
Indicators that have been verified by PWC are indicated with a    .

 Aspect: Employment

 LA1 (Core)           Total workforce by employment type, employment contract and region.
 AngloGold Ashanti is a significant employer in many of the countries in which it operates. The majority of the group’s
 employees (including contractors) are in South Africa (59%), followed by Ghana (11%), Brazil (7%) and Tanzania (5%).
 AngloGold Ashanti employed some 63,364 people globally at the end of 2009, including 49,908 employees and 13,456
 contractors (2008: 50,206 employees and 12,689 contractors). Workforce by employment type and contract cannot be
 reported as we currently do not have the systems in place. However, we aim to implement systems to report on this data
 in the medium term.
 Employee numbers
 Operations                                                    Total 2009                           Employees                           Contractors
 Southern Africa
 Navachab                                                                578                                  578                                     –
 Namibia                                                                 578                                  578                                     –
 Mponeng                                                               6,029                                5,926                                   103
 Savuka                                                                1,054                                1,019                                    35
 TauTona                                                               4,293                                3,842                                   451
 Great Noligwa                                                         4,739                                4,612                                   127
 Kopanang                                                              6,059                                5,612                                   447
 Tau Lekoa                                                             3,114                                2,700                                   414
 Moab Khotsong                                                         6,069                                4,334                                 1,735
 Other                                                                 6,068                                5,310                                   758
 South Africa                                                         37,425                               33,355                                 4,070
 Continental Africa
 Iduapriem                                                             1,447                                   727                                  720
 Obuasi                                                                5,759                                 4,408                                1,351
 Ghana                                                                 7,206                                 5,135                                2,071
 Siguiri                                                               2,973                                 1,492                                1,481
 Guinea                                                                2,973                                 1,492                                1,481
 Sadiola (Attributable 38%) (1)                                          582                                   268                                  314
 Yatela (Attributable 40%)                                               321                                   119                                  202
 Morila (Attributable 40%)                                               421                                   207                                  214
 Mali                                                                  1,324                                   594                                  730
 Geita                                                                 3,186                                 1,990                                1,196
 Tanzania                                                              3,186                                 1,990                                1,196
 Australasia
 Sunrise Dam                                                             455                                    99                                  356
 Boddington (2)                                                        1,321                                   162                                1,159
 Australia                                                             1,776                                   261                                1,515
 North America
 CC&V                                                                     562                                  367                                  195
 USA                                                                      562                                  367                                  195
 South America
 Cerro Vanguardia                                                      1,069                                   753                                  316
 Argentina                                                             1,069                                   753                                  316
 Brasil Mineração                                                      2,964                                 2,249                                  715
 Serra Grande                                                          1,289                                   864                                  425
 Brazil                                                                4,253                                 3,113                                1,140
 Other, including corporate and
 non-gold producing subsidiaries                                       3,012                                2,270                                  742
 Group                                                                63,364                               49,908                               13,456
 (1)
       Effective 29 December 2009, AngloGold Ashanti increased its interest to 41% from 38%.
 (2)
       This figure represents monthly average employees at the project for the period prior to sale in June 2009.

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AngloGold Ashanti Sustainability Review: Supplementary Information 2009   Social performance: Labour practices and decent work




 LA2 (Core)      Total number and rate of employee turnover by age group, gender and region.


 Turnover levels for the total employee group and for women have been provided in the table below. Separation by age group
 is not a parameter that we use in our human resources management and we do not therefore have systems in place at present
 to report on this data. Over the medium term, we intend to put the required systems in place for the relevant jurisdictions to
 report on this data.

 Turnover levels by country (%)
                                                                  2009                                        2008
                                               All employees                 Women               All employees                   Women
 Southern Africa
 Namibia                                              5.71                         0                        6                       2
 South Africa                                        10.33                      0.31                     8.14                    0.33
 Continental Africa
 Ghana                                                   3                       0.1                     4.71                    0.24
 Guinea                                               2.06                       0.1                        4                    0.06
 Mali                                                 3.32                       0.6                     6.03                    0.13
 Tanzania                                            22.50                      1.15                       13                     0.6
 Australia
 Australia                                            7.57                       0.1                       25                     8.9
 North America
 USA                                                 19.29                       2.7                       15                     3.7
 South America
 Argentina                                           13.17                       1.6                       20                     2.0
 Brazil                                               8.53                      0.09                     7.75                    0.68
 Corporate
 Corporate Office                                     7.45                       2.2                       19                     7.0
 Group                                                9.70                       0.4                        8                     0.5



 LA3          Benefits provided to full-time employees that are not provided to temporary or part-time employees, by
 (Additional) major operations.

 As a minimum, AngloGold Ashanti provides access to primary health care for all employees as a basic condition of service.
 Increasingly, health care benefits are provided to dependants as well. Details on the specific housing and health care
 benefits that are provided to employees at the various operations may be found in the Country Reports.

 Temporary or part-time employees generally receive the same benefits as full time employees, except for those benefits
 with long-term implications such as pension fund and housing.

 Aspect: Labour/management relations

 LA4 (Core)      Percentage of employees covered by collective bargaining agreements.


 In total, around 83% of all employees are either members of a union or catered for through collective bargaining
 agreements. In terms of local laws and practice no collective bargaining takes place in the USA and Australia and
 conditions of employment are agreed through individual contractual arrangements.

 LA5 (Core)      Minimum notice period(s) regarding operational changes, including whether it is specified in
                 collective bargaining agreements.

 Generally, conditions of service, including minimum notice periods of a general average of 30 days and negotiation
 practices with employees and employee representatives are guided by country legislation, collective bargaining agreements
 and individual contracts of employment, and vary from region to region.
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                                                                 AngloGold Ashanti Sustainability Review: Supplementary Information 2009




Occupational health and safety

Management approach
At group level, the leadership of the safety discipline is the responsibility of the executive vice president: business
sustainability, supported by the corporate office safety team. The Safety, Health and Sustainable Development Committee
meets quarterly to review the company’s performance in the area.

Leadership has been the driving force behind gains achieved thus far, with recasting of the leadership role on the basis of
our position that “Safety is our first value”. Further gains are anticipated through a systems approach that includes:
• building and ensuring safety competence in all organisational roles
• incorporating safety accountabilities into all organisational roles, as appropriate to the nature and complexity of the work
 being performed
• incorporating rules for safety decision-making into our business processes, that is dealing with effective hazard
 identification and management, and enabling the safe execution of work
• incorporating appropriate safety performance metrics, with analysis rules integrated into our business process
 framework.

While the group-level safety and health policy is applicable to all operations, each operation also has in place safety and
health policies that have been developed to take into account country- and operation-specific conditions, regulations and
requirements. Unions and employees are generally involved in the development of these policies and, in South Africa this
interaction has typically been formal and enshrined in recognition agreements. Policies and agreements vary from region
to region, taking into account local collective bargaining structures, legislation and site-specific circumstances. Local
policies and agreements typically cover issues such as: the provision of personal protective equipment, joint management-
employee safety and health committees, participation of employee representatives in inspection and audits, training and
education, grievance mechanisms, and the right to refuse unsafe work.

Further information on AngloGold Ashanti’s approach to managing occupational health and safety issues is included on
pages 22 – 29 of our Group-level Report.

LA6           Percentage of workforce represented in formal joint management-worker health and safety
(Additional) committees that help monitor and advise on occupational health and safety programmes.

Agreements governing the management of safety and health, which were negotiated with representative unions or were
developed with the co-operation of employees, are in place at all operations.

Around 83% of the group’s global workforce are either members of a recognised union or participate in a formal collective
bargaining process. Based on this statistic and the group’s emphasis on a participative approach to safety and health, it is
estimated that at least 90% of the total workforce is represented in formal joint management-employee safety and health
committees. Their role is to monitor and advise on occupational safety and health programmes, and hence participate in
the management of safety and health through forums created specifically for this purpose.

• In Argentina there is strong employee participation in occupational health and safety matters. Training is held annually
 on addictions, diseases and communication programmes which involve all staff and the community.
• While the Australian workforce is not unionised, there is a safety and health representatives’ monthly meeting at which
 safety and health matters are discussed.
• In Brazil employees and unions are actively involved in formal joint health and safety committees that help monitor and
 advise on safety and health matters. An internal committee for accident prevention (called CIPAMIN) has been set up at
 both Brasil Mineração and Serra Grande and provides for employee representatives to actively participate in observing
 and reporting risk conditions in the work environment, to prevent accidents and diseases arising from mining activities.
• In Colombia, health and safety committees include participation representing 24.7% of employees or contractors.



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AngloGold Ashanti Sustainability Review: Supplementary Information 2009           Social performance: Labour practices and decent work




 • In Ghana, collective bargaining agreements cover safety and health management and relationships. Formal health and
   safety committees are in place at Iduapriem while, at Obuasi, safety and health representatives from each department
   participate in monthly safety and health meetings.
 • In Guinea, the union is involved in safety and health matters. Safety and health champions nominated from each
   department participate in monthly safety and health meetings, and in accident investigations.
 • In Mali, the union participates in the election of safety representatives and participates in monthly safety and health
   management meetings as well as in investigations into accidents and incidents. All safety representatives meet once a quarter.
 • In Namibia a safety and health agreement with the union governs the management of safety and health.
 • In South Africa, formal health and safety committees, representing all employees, are in place at each operation.
 • In Tanzania, there is no formal committee in place; however employee participation is encouraged through regular tool
   box discussions and monthly meetings with workplace safety representatives. Formal communication of safety related
   issues is facilitated through the Managing Director’s Quarterly meeting. Feedback sessions and action plans for issues
   raised were verified during audits conducted.
 • Employees at CC&V in the USA are not unionised. Employees are encouraged to participate in safety and health issues
   and regular safety meetings are held, from weekly meetings with operating staff to joint meetings once a month.

 LA7 (Core)        Rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related
                   fatalities by region.

 The number of fatalities – 16 in 2009 – is a reminder of the challenges facing the business, the need to remain motivated, and
 to increase the intensity of our efforts on Safety Transformation. The lost time injury frequency rate (LTIFR) recorded for the
 company for 2009 showed an improvement of 10.24%, falling to 6.57 compared with the rate of 7.32 recorded in 2008 and
 our medical treatment injury frequency rate (MTIFR) showed a 19.3% improvement, from 22.95 in 2008 to 18.53 in 2009.

 AngloGold Ashanti believes that good safety performance and efficient production go hand-in-hand. The company is
 working very closely with its counterparts in the unions and safety inspectorates as well as with other relevant external
 stakeholders to ensure both compliance with standards and improvement in performance.

            Lost time injury frequency rate (LTIFR) per million hours worked
                                                      2009          2008                                     2007              2006      2005
 Southern Africa
 Namibia
 Navachab                                                                2.02                    –             4.59              4.09     3.02
 South Africa
 Great Noligwa                                                         10.90               14.66             14.46             12.21     12.13
 Kopanang                                                              11.46               12.86             13.10             15.22     11.51
 Moab Khotsong                                                         14.16               11.98             13.48             15.75     12.98
 Mponeng                                                               11.44               11.44             13.08             10.70     12.20
 Savuka                                                                 7.62               15.20             25.99             19.30     14.13
 Tau Lekoa                                                             15.68               16.57             19.07             24.99     14.58
 TauTona                                                               13.04               13.46             18.14             17.09     10.76
 Continental Africa
 Ghana
 Iduapriem                                                               1.32                1.63              0.46              1.15     0.58
 Obuasi                                                                  2.91                2.10              2.72              2.29     2.89
 Guinea
 Siguiri                                                                 0.47                0.42              0.41              0.77     0.64
 Mali
 Sadiola                                                                 0.21                0.87              1.11              1.02     1.30
 Morila                                                                     –                3.32              0.57              1.42     2.17
 Yatela                                                                     –                1.15              0.39              0.43     1.25
 Tanzania
 Geita                                                                   0.10                0.86              0.68              0.63     0.79
 *   Morila numbers are not reported for 2009. They are included in statistics reported by Randgold Resources, which manages Morila




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                                                       AngloGold Ashanti Sustainability Review: Supplementary Information 2009




       Lost time injury frequency rate (LTIFR) per million hours worked continued
                                                 2009          2008       2007                    2006             2005
Australasia
Australia
Sunrise Dam                                     1.19             1.83              2.63            1.81             3.06
North America
USA
CC&V                                            4.39             4.83             2.53                 –                –
South America
Argentina
Cerro Vanguardia                                2.46             3.98             3.34             3.13             3.09
Brazil
Brasil Mineração                                1.64             3.06             2.30             2.33             2.95
Serra Grande                                    1.08             1.29             2.47             1.76             2.39
Corporate
Group                                           6.57             7.32             8.24             7.70             6.77



       Number of work-related fatalities
                                               2009            2008              2007             2006            2005
Corporate office                                   –                 –                –                –                –
Southern Africa
Namibia
Navachab                                           1                 –                –                –                –
South Africa
Great Noligwa                                      1                 1                2                7                4
Kopanang                                           1                 2                3                2                1
Moab Khotsong                                      4                 1                5                2                1
Mponeng                                            3                 2                6                4                3
Savuka                                             1                 1                2                –                –
Tau Lekoa                                          2                 –                4                1                4
TauTona                                            1                 4                5               16                4
Vaal River Metallurgical Plants                    –                 –                –                –                –
West Wits Metallurgical Plants                     –                 –                –                –                –
Continental Africa
DRC
DRC                                                –                 –                –                –                –
Ghana
Obuasi                                             1                 2                4                2                7
Iduapriem                                          –                 –                –                –                –
Guinea
Siguiri                                            1                 –                –                2                –
Mali
Sadiola                                            –                 –                –                –                –
Yatela                                             –                 –                –                1                –
Tanzania
Geita                                              –                 –                –                –                –
Australasia
Australia
Sunrise Dam                                        –                 –                –                –                –
North America
USA
CC&V                                               –                 –                –                –                –




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AngloGold Ashanti Sustainability Review: Supplementary Information 2009       Social performance: Labour practices and decent work




          Number of work-related fatalities continued
                                                  2009                                2008             2007             2006         2005
 South America
 Argentina
 Cerro Vanguardia                                                         –                –                 –               –          –
 Brazil
 Brasil Mineração                                                         –                –                –                –          1
 Serra Grande                                                             –                1                1                –          –
 Colombia
 Colombia                                                                 –                –                 –               –          –

          Fatal injury frequency rate (FIFR) per million hours worked
                                                    2009         2008                                  2007             2006         2005
 Southern Africa
 Namibia
 Navachab                                                            0.67                   –                –                –         –
 South Africa
 Great Noligwa                                                       0.09               0.07             0.11             0.36        0.22
 Kopanang                                                            0.07               0.14             0.22             0.14        0.07
 Moab Khotsong                                                       0.29               0.08             0.57             0.27        0.16
 Mponeng including Mining Services                                   0.20               0.14             0.42             0.30        0.21
 Savuka                                                              0.40               0.33             0.79                –           –
 Tau Lekoa                                                           0.25                  –             0.58             0.15        0.41
 TauTona                                                             0.10               0.35             0.40             1.23        0.29
 Continental Africa
 Ghana
 Iduapriem                                                              –                  –                –                –           –
 Obuasi                                                              0.04               0.10             0.19             0.08        0.29
 Guinea
 Siguiri                                                             0.16                   –                –            0.31          –
 Mali
 Sadiola                                                                  –                 –                –               –          –
 Yatela                                                                   –                 –                –            0.43          –
 Tanzania
 Geita                                                                    –                 –                –                –         –
 Australasia
 Australia
 Sunrise Dam                                                              –                 –                –                –         –
 North America
 USA
 CC&V                                                                     –                 –                –                –         –
 South America
 Argentina
 Cerro Vanguardia                                                         –                 –                –                –         –
 Brazil
 Brasil Mineração             -                                         –                  –                –                –        0.18
 Serra Grande                                                           –               0.43             0.49                –           –
 Group                                                               0.10               0.09             0.21             0.22        0.14

 MM13            New cases of occupational disease. Programmes in place to manage occupational disease

 Health
 Occupational health risks to employees differ significantly from region to region and depend on the type of mining operation.
 The most significant occupational health risks within the company include: occupational lung disease (OLD), which
 comprises silicosis and occupational tuberculosis (TB) in underground operations that are host to quartz-bearing rock; noise-
 induced hearing loss (NIHL); heat stress; and radiation. Occupational health regulations require ongoing biological monitoring
 for lead, mercury and arsenic, among others. AngloGold Ashanti’s approach to managing health risks, which includes a full
 discussion of programmes in place to manage occupational disease, is detailed in its Group-level Report on pages 22 –29.

 The data given in this section excludes a small number of cases reported in various service departments in South African
 operations.

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                                                                     AngloGold Ashanti Sustainability Review: Supplementary Information 2009




Occupational Lung Disease (OLD)
The most significant occupational hazard for employees is exposure to respirable silica dust, which can cause OLD. OLD
includes TB, TB silicosis and obstructive airways diseases. TB incidence and prevalence levels are aggravated by the high
rate of HIV prevalence in the mining population, with HIV being a major factor in the development of TB. It is estimated that
about 85% of employees diagnosed with TB are also HIV-positive.

The following are new cases of occupational lung disease:

Occupational lung disease
                                                           2009              2008              2007             2006            2005
Southern Africa
South Africa
Great Noligwa                                                220                307                64             126              123
Kopanang                                                     231                188                55              65               72
Moab Khotsong                                                 71                 33                 6               9                3
Mponeng                                                       27                 32                14              24               22
Savuka                                                         9                 36                14              22               20
Tau Lekoa                                                     66                 84                26              43               31
TauTona                                                       32                 44                12              37               30

Silicosis
Silicosis is a disease characterised by lung fibrosis caused by the inhalation of particles containing respirable crystalline silica
dust. It represents a risk in underground mining areas where there are high concentrations of quartz within the orebody. While
the threat of silicosis persists in South Africa, efforts to eradicate the disease have largely been successful at the group’s
operations in Brazil, as a result of the mechanisation of many processes, successful dust management programmes,
intensive monitoring, and Brazilian legislation that limits the number of years that employees may work underground.

The following are number of cases submitted to the Medical Bureau for Occupational Diseases (MBOD) of South Africa
from 2005 – 2009:
       Silicosis
                                                           2009              2008              2007             2006            2005
Southern Africa
South Africa
Great Noligwa                                                137                180              207              168              153
Kopanang                                                     126                143              152              103              115
Moab Khotsong                                                 59                 27               20               14               13
Mponeng                                                       12                  6               10                6               22
Savuka                                                         8                  8                –               12               27
Tau Lekoa                                                     37                 51               49               51               52
TauTona                                                       16                 13               11               17               28

Pulmonary tuberculosis (TB)
In South Africa, pulmonary tuberculosis (TB) in silica-exposed employees is classified and treated as an occupational
illness. The risk of contracting TB is increased by both silica exposure and HIV infection, with these factors acting
multiplicatively in increasing relative risk.

TB control remains rigorous within the South African mining industry. Extensive information, education and training of
employees is in place to ensure that employees and their supervisors are informed of the symptoms of the disease. Active
case-finding using six-monthly digital X-rays undertaken by mobile units at mine sites, and fixed digital X-ray units at the
two occupational health centres, remains in place. Detailed investigation, admission to hospital until the risk of infection is
past, and World Health Organisation-based Directly Observed Therapy (DOTS) resulted in the achievement of a cure rate
which exceeded the WHO target of 85%. Regarding multi-drug resistant (MDR) and extremely drug resistant (XDR) TB,
AngloGold Ashanti achieved some level of success, with cure levels above those of state-run facilities.




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AngloGold Ashanti Sustainability Review: Supplementary Information 2009            Social performance: Labour practices and decent work




 The following are new cases of TB:

            Tuberculosis
                                                                        2009                2008              2007              2006       2005
 Southern Africa
 South Africa
 Great Noligwa                                                            189                  161               213                 229    198
 Kopanang                                                                 223                  165               167                 174    152
 Moab Khotsong                                                            133                   80                60                  61     31
 Mponeng                                                                  164                  189               159                 159    174
 Savuka                                                                    42                   56                54                  60    111
 Tau Lekoa                                                                 75                   60                73                  77     75
 TauTona                                                                  118                  133               169                 231    249

 Noise-induced hearing loss (NIHL)
 NIHL develops as a consequence of consistent exposure to high levels of noise (in excess of 85dBA) over an extended
 period of time. The onset of NIHL is painless and progressive, often resulting in a lack of diagnosis until significant hearing
 loss has occurred.

 The following are compensable cases of NIHL:

 NIHL
                                                                        2009                2008              2007              2006       2005
 Southern Africa
 South Africa
 Great Noligwa                                                               6                 17                 23                  9      38
 Kopanang                                                                    8                 161                11                 12      33
 Moab Khotsong                                                               3                   –                 –                  1       1
 Mponeng                                                                    26                  21                17                 15      34
 Savuka                                                                      7                   5                 –                  7      12
 Tau Lekoa                                                                   9                   6                10                  9      10
 TauTona                                                                    18                  20                13                  9      29
 1
     The number of NIHL cases in 2008 has been restated from 5 to 16; a classification error was made in respect of the 2008 data.


 Heat and physical fitness
 As heat is potentially a concern at all underground operations, heat management protocols and practices are in place and
 are effective and robust. In 2009, 241 (382 in 2008) cases of heat illness were reported by the South African operations,
 most of which (235) (380 in 2008) were heat-related cramps. Five (two in 2008) cases of heat exhaustion and one (none
 in 2008) case of heat stroke were reported during the year.

 Two 15MW refrigeration plants have been installed, one at each of the two main sections of Obuasi mine (specifically, one
 at KMS and the other one at GCS). At KMS, all holes (raises) to carry out the chilled air are ready and being utilised as part
 of efforts to successfully manage the temperatures in the working environment.

 LA8 (Core)         Education, training, counselling, prevention and risk-control programmes in place to assist
                    workforce members, their families, or community members regarding serious diseases.

 Our efforts in this area are focused on HIV/AIDS and malaria. The management of HIV/AIDS is undertaken on a regional
 and operational basis, with the appropriate level of resources dedicated to the threat posed by the disease. This varies from
 operation to operation, with the exact nature of the facilities and services provided depending on specific circumstances
 and requirements.

 AngloGold Ashanti recognises that HIV/AIDS continues to have a major impact on employees and the company, and
 believes this impact can be managed with the comprehensive prevention and treatment campaigns.

 The group’s HIV/AIDS programme aims to:
 • minimise the risk of HIV/AIDS to its employees and the company by reducing, and ultimately, eliminating new infections;
 • efficiently manage and treat those infected; and
 • support those who are AIDS-ill.

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                                                                 AngloGold Ashanti Sustainability Review: Supplementary Information 2009




Consequently, AngloGold Ashanti’s programmes typically comprise three components:
• first, the prevention of HIV, through various workplace initiatives, including education and training, and voluntary
  counselling and testing (VCT);
• treatment programmes, which comprise the clinical care of those infected, preferably through early referrals from the VCT
  programme into the wellness programmes, which includes the use of ART where this is indicated; and
• support for the AIDS-ill, who may leave the employ of the company and require palliative care, includes support for
  various community initiatives.

AngloGold Ashanti continues to provide company-funded wellness clinics and anti-retroviral therapy (ART) programmes.
These programmes have resulted in year-on-year improvements in health care outcomes for employees within the region.
There is a need for continued focus on early referral of HIV positive employees to the wellness clinics, together with strict
and regular clinic attendance and ART adherence thereafter. In 2010 HIV programmes of prevention, treatment and support
will continue to be a focus area.

       HIV/AIDS programme costs in 2009
       Operation                                                                                                   Amount (US$)
Ghana
Iduapriem                                                                                                                   21,019
Obuasi                                                                                                                      69,600
Guinea
Siguiri                                                                                                                    162,702
Namibia
Navachab                                                                                                                            –
Mali
Sadiola                                                                                                                     19,000
Yatela                                                                                                                       5,000
South Africa
West Wits                                                                                                                1,306,619
Vaal River                                                                                                               1,475,355
Central Services                                                                                                           151,101
Tanzania
Geita                                                                                                                       83,980

       Number of employees on ART and the VCT programme
                                                                               No of employees             No of employees on
       Operation                                                                       on ART              the VCT programme

Ghana
Iduapriem                                                                                         7                             307
Obuasi                                                                                           27                           4,221
Guinea
Siguiri                                                                                          44                           1,297
Namibia
Navachab                                                                                           –                                –
Mali
Sadiola                                                                                          30                             323
Yatela                                                                                           37                             132
South Africa
Great Noligwa                                                                                   317                           4,719
Kopanang                                                                                        353                           4,477
Moab Khotsong                                                                                   211                           3,861
Mponeng                                                                                         462                           5,538
Savuka                                                                                          158                           1,235
Tau Lekoa                                                                                       135                           1,813
TauTona                                                                                         361                           2,785
Tanzania
Geita                                                                                            17                           3,677




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AngloGold Ashanti Sustainability Review: Supplementary Information 2009       Social performance: Labour practices and decent work




 Malaria
 Malaria remains a significant health concern for AngloGold Ashanti’s operations in Ghana, Guinea, Mali and Tanzania. The
 prevalence of malaria in these regions results in serious illness and absenteeism among employees, and has a significant
 impact on employees’ families and communities.

 Key elements of the malaria control programme are depicted below, and form part of the malaria control programmes at
 all operations. These components are:
 • information, education and communication, particularly among the communities;
 • vector control, which is essentially the control of mosquitoes through indoor residual spraying and larviciding of
    breeding areas;
 • early, effective diagnosis and treatment; and
 • surveillance, monitoring and research.

 The company has developed a Malaria Lost Time Injury Frequency Rate (MLTIFR). This is expressed as the number of
 cases (incidents) of malaria for every million hours worked, and allows the rate to be compared with the conventional LTIFR,
 which is a commonly-used safety measure.

          Malaria programme costs and Malaria Lost Time Injury Frequency Rates in 2009

          Operation                                            Amount ($)                      Malaria cases                         MLTIFR

 Ghana
 Iduapriem                                                             34,431                             1,710                         320
 Obuasi                                                             1,711,186                             3,365                       144.7
 Guinea
 Siguiri                                                                  202,600                           664                       109.5
 Mali
 Sadiola                                                                  164,000                           154                        32.4
 Yatela                                                                    46,459                            50                        23.1
 Tanzania
 Geita                                                                     13,865                           447                          44



 LA9 (Additional) Health and safety topics covered in formal agreements with trade unions.

 All operations have in place safety and health policies that have been developed to take into account country- and
 operation-specific conditions, regulations and requirements such as local collective bargaining structures, legislation and
 site-specific circumstances. Unions and employees are generally involved in the development of these policies. In South
 Africa this interaction has typically been formal and enshrined in recognition agreements such as our agreement with the
 International Federation of Chemical, Energy, Mine and General Workers’ Union to provide employees with a safe and
 healthy working environment by the application of industry best practice. Our compliance with the employment equity
 plan in South Africa has increased the percentage of women in the organisation, increasing the focus of safety of women
 in our mines. The 2009/2010 Chamber of Mines Wage Agreement negotiated with unions makes provision for the
 establishment of a task team to investigate and implement appropriate protective clothing for female employees working
 underground.

 Mining and Metals Sector Supplement

 MM12            Describe approach to identifying, preparing for, and responding to emergency situations affecting
                 employees, communities or the environment. Include a description of the nature of existing skills, teams
                 who respond to emergency situations, training, drills, review processes and community involvement.

 Emergency preparedness plans are in place at all operations. These are reviewed regularly and regular training is undertaken.
 Where communities are located in close proximity to operations, communities are involved in emergency preparations.




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                                                                  AngloGold Ashanti Sustainability Review: Supplementary Information 2009




Corporate
• An emergency response plan, covering possible emergency scenarios is in place. Emergency drills are conducted
  regularly and are facilitated by floor wardens.
Australia
• An emergency response team is in place. The Sunrise Dam Emergency Response Team has been rewarded for their
  professionalism and commitment and, for the third year in a row, won the annual surface emergency response
  competition run by the West Australian Chamber of Minerals and Energy. The team captain, Mike Nugus, won Best
  Captain at the competition, which is now his fourth consecutive Best Captain award, following the Best Captain win in
  the Underground Mines Rescue competition in November 2008.
Argentina
• Cerro Vanguardia’s emergency planning takes account of various scenarios as identified by the companies’ risk
  assessments. An emergency plan which is constantly reviewed, is in place, and a group of volunteer employees makes
  up the mine’s emergency brigade which is ready 24 hours a day to respond to fire, the mishandling of dangerous
  chemicals and other crises. Emergency drills are carried out on a monthly basis and training takes place every year.
Brazil
• In Brazil, each operation has an emergency response team trained to promptly respond to all scenarios identified in our
  risk assessment and described in our emergency response plan. The team attends monthly training sessions during
  which drills covering all scenarios are practiced. Other institutions such as Civil Defence, Police, State Fire Fighters,
  Hospital are involved in relevant drills. Annually, during the safety week Brasil Mineração promotes a competition among
  the teams to award the best one.
Colombia
• The emergency management process at our Colombian operations begins with the hazards and risk identification matrix.
  Possible emergency situations, including structural - forest fires, mass-landslides, air-road accidents, and earthquake-
  volcano eruption are evaluated, a vulnerability analysis has been carried out for each scenario and a contingency plan
  implemented. The emergency brigade attends four-hour training sessions each month and at least two emergency drills
  are conducted each year. At the Colosa Project we are members of the Local Emergency Response Committee.
• The emergency response team in Colosa consists of 31 trained brigade members. These team members have skills to
  respond for first aid support, initial phase fires and rescue, in which two, members are certified Emergency Medical
  Technicians (EMTs).
DRC
• A formal emergency response and evacuation procedure is in place for employees.
Guinea
• Siguiri has an emergency response and preparedness plan which is updated annually. There is a site emergency
  response team in place which is equipped to deal with any disasters that might occur. Its members are trained in first aid
  and fire prevention and the handling of incidents associated with cyanide.
Ghana
• An emergency response plan is in place and has been rolled out to all relevant persons and installations at both Obuasi
  and Iduapriem mines. Employees receive training in the relevant procedures at induction training and these are also
  communicated during tool box meetings.
• Response team training is considered good but training of the general workforce and key personnel is almost
  non-existent.
Mali
• Sadiola and Yatela have identified their emergency drill scenarios based on the risk assessments conducted on site. The
  members of their emergency response teams are trained in first aid, fire prevention and the handling of incidents
  associated with cyanide. Kayes local civil protection is part of the Sadiola emergency response plan.
Namibia
• An emergency preparedness plan is in place at Navachab. Potential emergencies are identified as part of the risk
  assessment process. International Save Our Souls paramedics are on duty and advanced emergency equipment is
  located at the clinic due to the remoteness of the operation. At the ore processing plant, regular drill exercises on cyanide
  spills are conducted.
South Africa
• Emergency response plans are in place at all the operations.
Tanzania
• Geita has an emergency response team as well as a fire-fighting team. All employees who make up these teams are fully
  trained to handle majority of emergencies including those involving the local communities. Emergency drills are held once
  a month.


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AngloGold Ashanti Sustainability Review: Supplementary Information 2009   Social performance: Labour practices and decent work




 • Emergency response procedures during the year focused on identification of risks, a vulnerability assessment and the
   election of an emergency brigade who receive training in these procedures
 USA
 • Emergency response protocols are contained in CC&V’s Emergency Response Plan, which is periodically reviewed and
   tested. A 24 hour professional medical and fire response is provided by the Teller County Emergency Medical Services
   group located nearby in Cripple Creek, Colorado.

 Aspect: Training and education

 LA10 (Core) Average hours of training per year per employee by employee category.

 Data related to the average hours of training per employee is not collated across the group as this is not deemed a
 meaningful measure given the number of people involved, the significant differences in skills sets and the diversity of
 operations.

 LA11         Programmes for skills management and lifelong learning that support the continued employability of
 (Additional) employees and assist them in managing career endings.

 A great deal of emphasis is placed on the training and development of people. Training and development initiatives at all
 levels – from Adult Basic Education and Training (ABET) and skills development, to graduate training and executive
 development programmes – underpin the group’s system for the management of people and will ensure that the group has
 the requisite skills in the future.

 Managerial development remained a key focus for the company during 2009, as the ongoing relationship between
 AngloGold Ashanti and the University of Cape Town’s Graduate School of Business (GSB) continues to produce cohorts of
 middle and senior managers that have both the business and leadership acumen necessary to realise the company’s vision.

 In 2009, 36 and 27 employees from across the company’s global operations attended the Management Development
 Programme (MDP) and Intermediate Management Development Programme (IMDP) respectively, at a total cost of
 $533,000. Of these, 41 were South African based in the Southern Africa Division and Corporate Office employees.

 As an extension of the MDP/IMDP suite of programmes, a further 21 Southern Africa Division employees attended the
 Managerial Mastery Programme (MMP) at the GSB, at a cost of $133,000. In a similar vein, many of the global operational
 areas have entered into or are entering into relationships with local universities to set up managerial development
 programmes best suited for supervisors and middle managers; such as the GIMPA programme in Ghana and the
 Fundacao Dom Cabral programme in Brazil.

 Bursaries and scholarships for employees, their dependants and community members are offered at many of our
 operations. Emphasis is placed, where possible, on giving scholarships and bursaries to candidates from local
 communities first, and then to people from the region in which the operation is located.




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                                                                AngloGold Ashanti Sustainability Review: Supplementary Information 2009




LA12 (Additional) Percentage of employees receiving regular performance and career development reviews.

Formal performance and career development review processes are in place at all operations, for either individuals or teams.
In South Africa, where most of the group’s employees are based, a formal skills development plan is in place for all
disciplines at all operations in line with the company’s Social and Labour Plans (SLPs). Skills development plans are
reviewed and updated annually and reports and plans submitted to the Mine Qualification Authority on an annual basis as
per legislation.

Aspect: Diversity and equal opportunity

LA13 (Core) Composition of governance bodies and breakdown of employees per category according
            to gender, age group, minority group membership, and other indicators of diversity.

The following table gives a breakdown of male and female employees per category:

Category                                                                                  Male %                       Female %
Senior and top management                                                                       90                               10
Middle management and professionally qualified                                                  83                               17
Junior management and skilled staff                                                             87                               13
Semi-skilled and unskilled                                                                      91                                9

Composition of workforce by age group cannot be reported as we do not have the systems in place to record this data. It
is not a parameter that we use in our human resources management given that our turnover rates are low and is therefore
not considered material in our business.

Minority group membership is not a relevant indicator for the group in most areas of operation, however in South Africa the
employment of Historically Disadvantaged South Africans (HDSAs) is a relevant consideration and is legislated in the
Employment Equity Act.

As at August 2009, on submission of the companies Employment Equity report, 39.5% of its South African management
was HDSA. The composition of the board of the company is detailed in the company’s Annual Financial Statement.

LA14 (Core) Ratio of basic salary of men to women by employee category.


The ratio of basic salary of men to women per employee is shown in the table below:

Employee category                                                                         Ratio of salary of men to women
Senior and top management                                                                                                      1.31
Middle management and professionally qualified                                                                                 0.99
Junior management and skilled staff                                                                                            0.87
Semi-skilled and unskilled                                                                                                     0.88




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