Inclusivity is a core business priority at Sibanye-Stillwater and is embedded in how we lead, govern, and operate across the Group.
Building on our earlier Diversity, Equity, Inclusion and Belonging (DEIB) foundation, we have intentionally progressed to a broader Inclusivity Group Accountability Framework that integrates culture, values, leadership behaviour, and accountability to create a workplace where people can belong, contribute, and perform at their best.
Our Women of Sibanye-Stillwater remains a strategic priority within this framework and is fully embedded in Inclusivity governance. Focused interventions continue to advance women’s representation, voice, safety, and leadership through capability-building programmes, infrastructure improvements, and structured dialogue platforms
Highlights from 2025
In 2025
Women represented:
18.8%
of all employees
21%
of the board
29.4%
of management
49%
of our current
bursars are female
13.9%
of our US workforce are women,
up from 13.4%
21%
of identified successors of SA promotions from 2022 to 2025 were for female employees
Gender diversity of employees
| 2025 | 2024 | 2023 | ||||
|---|---|---|---|---|---|---|
| Female | % | Female | % | Female | % | |
| Group: Women in management | 460 | 29.4 | 435 | 28.4 | 430 | 26.5 |
| Women of Sibanye-Stillwater (WoSS) | ||||||
| SA operations1 | 10,368 | 18.9 | 10,092 | 18.1 | 10,553 | 17.4 |
| SA gold operations | 3,315 | 17.7 | 3,263 | 16.7 | 3,538 | 16.3 |
| SA PGM operations | 5,891 | 17.7 | 5,744 | 17.2 | 6,080 | 16.6 |
| SA regional services | 1,162 | 38.7 | 1,085 | 37.8 | 935 | 37.9 |
| EU operations | 70 | 20.9 | 78 | 20.7 | 55 | 19.8 |
| US operations2 | 185 | 13.9 | 164 | 13.4 | 181 | 10.2 |
| AUS operations | 42 | 15.1 | 36 | 13.1 | 30 | 11.4 |
| Corporate office | 77 | 46.7 | 63 | 44.4 | 62 | 44.0 |
| Group | 10,742 | 18.8 | 10,433 | 18.0 | 10,881 | 17.2 |
1 As at December 2025, we had 4,090, (26.00%) women employed at entry level (A-band) for SA region (incl Corporate services)
2 Includes services and other
We are committed to creating an inclusive workplace where all employees, regardless of their background, can enjoy equal opportunities. In this regard, our Group diversity, equity, inclusion and belonging (DEIB) Council drives initiatives across all our operations, ensuring that diverse voices are heard and valued. Our DEIB strategy is to be globally aligned and locally executed, i.e. appropriate to the cultural and socioeconomic context of each country within which we operate.
In South Africa, inclusivity efforts focus on gender equity, psychological safety, and the prevention of gender-based violence (GBV). Programmes such as Leading Inclusively and Women’s Voices strengthen inclusive leadership and employee voice, supported by infrastructure upgrades that improve safety and dignity for women.
Through Women-in-Mining (WiM) we aim to encourage more women to join the mining industry, to increase the percentage of female employees and to promote higher female representation in leadership roles.
WiM aligns with the UN SDG 5 (achieve gender equality and empower all women and girls).
Our WiM initiative was renamed “Women of Sibanye-Stillwater” in 2024 to be inclusive of all women that work for our group, whether directly or indirectly involved in mining operations.
In South Africa, approximately 24% of our R29.9 billion discretionary procurement spend was specifically sourced from women-owned businesses, many of which have benefited from the Company’s training and enterprise supplier development funding.
A CLOSER LOOK
The leadership of Sibanye-Stillwater is deeply concerned about the gender-based violence (GBV) and harassment crisis that pervades our society, and in particular, the mining industry. In the SA operations our deep concern about GBV means we take a zero tolerance approach to the abuse and exploitation of women and girls. While our Harassment procedure governs how we deal with sexual harassment cases.
We have been very proactive in responding to this crisis as a company and have been running two GBV centers in the Gold (Libanon) and Platinum (Kroondal) for the last 4 years. Protection services manage the centres in collaboration with the health and wellbeing department. The centers are run by trained and skilled investigators who have previously worked in the sexual offences unit of SAPS and trained and skilled social workers. We provide immediate response to issues of GBV and psychosocial support. We have also been successful in helping victims obtain protection orders, relocate families, and provide ongoing psychosocial support.
We are affiliated with safe houses and the National Prosecuting Authorities Thuthuzela Care Centers (TCC). The safe house in Westonaria is part of the company’s CSI sponsorship. The company also has systems to report sexual harassment and abuse through our tip-offs anonymous hotline, WeR1 app, through line management, and walk-ins at our GBV centres. The GBV workstream further aims to create awareness of gender-based violence through training and support for not only women who are victims of harassment but also provides support to leaders and operational managers to correctly deal with daily situations.
The Group remains committed to fair, transparent and responsible remuneration practices that support sustainable value creation and equitable outcomes across all operating geographies.
The status of pay-parity has been tracked and corrected where required. We have dealt with legacy issues of disparity of pay based on race and gender; pay gaps are linked to legacy-related aspects largely stemming from the impact of mergers and acquisitions; it is also related to more men in employment and longer years of service.
We have a policy of equal pay for equal work, and have gone to some lengths to ensure that none are being discriminated against based on race, gender, or any other factors.
Numerous pay-parity audits have been concluded over the last few years. Ongoing analysis has not identified any significant concerns or unfair outcomes. We will maintain consistent job architecture across operations to ensure role comparability and will continue to monitor pay parity and gender pay gaps, addressing any unjustified anomalies as they arise.
Sibanye-Stillwater is committed to creating an inclusive and equitable mining environment by addressing ergonomic challenges in underground operations, investing in research and design improvements, and implementing solutions that support the physical well-being and performance of all employees—particularly women—as part of our broader Women in Mining initiative. To make change rooms more amenable for women, the rooms are being retrofitted while new change houses (for example at the K4 project) have been constructed to allow for these requirements. We also continue to evolve PPE for women, to ensure proper fit, comfort, and protection. We are also using the 4B shaft decline operation at the SA PGM: Marikana operations as a training area for WiM trainees with the intention to deploy and integrate women into the vertical operational teams over time. Our US PGM operations have designed and built a prototype lactation pod for use underground at our East Boulder mine, in addition to the surface on-site lactation rooms.
The company is committed to testing and investing in advanced technologies and innovative solutions that support women in meeting the physical demands of underground mining, fostering a more inclusive and equitable working environment.
We continue to advance our strategic intent of amplifying diverse voices through targeted initiatives like the Women’s Voice workshops. The programme is not merely a compliance-driven initiative but a strategic effort to embed an inclusive culture and secure Sibanye-Stillwater’s long-term success. It exemplifies the company’s commitment to equipping women as catalysts for growth and empowerment. Women’s Voice has become a driving force behind sustainable growth, a supportive organisational culture, and progressive workplace practices. This two-day workshop is conducted frequently across the business by our organisational growth team. The objective of this two-day workshop is:
- To gain an understanding of the Women-in-Mining programme
- To encourage, empower, enable, and support each other as women
- To reflect on who you are as a woman in Sibanye-Stillwater and to together, consider alternative ways of functioning effectively in the mining environment
- To explore our relationships with other women and establish supportive networks
- To identify and build on some of your strengths as a Sibanye-Stillwater employee
