South Africa 0800 005 314
Zimbabwe 0772 161 630
Impala Canada 1-866-921-6714 (toll free) or email the operation at email address:
Impalacanada@integritycounts.ca to lodge complaints or grievances.
For more information on how we handle reports and protect whistleblowers, please review our Fraud, Corruption and Whistleblowing policy
Implats is proud to have its disclosure practices recognised by independent third parties and several of our reports have been recognised as excellent.
At the end of 2024, the Group was delighted to receive a commendation in PwC’s 9th annual tax transparency review of the top 100 companies listed on the JSE, earning Implats an inclusion in PwC’s annual publication, “Building Public Trust Through Tax Reporting.” Implats was commended for “most significant improvement in tax reporting.”
In 2025, Just Share, the non-profit shareholder organisation dedicated to promoting social and environmental justice, used the Implats Group as a case study calling it “a best-practice example in gender pay gap disclosure” in its June 2025 report titled “JSE Top 40 Gender Pay Gap Disclosure Practices” (read the case study below).
Our commitment to gender equality forms a key part of our sustainability journey. In 2020, we recorded the first of four consecutive inclusions in the Bloomberg Gender Equality Index, in 2021 we participated in the Minerals Council South Africa Women in Mining leadership forum, and in 2023 we expanded the sustainability-related targets in the Group’s executive short-term incentives to include a gender-related diversity, equity and inclusion measure along with decarbonisation and a skills retention measures.
The United Nations lists gender equality as a Sustainable Development Goal (SDG 5). The Implats Group contributes to this goal through gender mainstreaming, management development and succession planning, participating in industry initiatives, setting targets for female representation, promoting gender safety and offering a fair pay policy to promote equality.
Just Share case study
Impala Platinum as a best-practice example in gender pay gap disclosure
Impala Platinum’s (Implats’) approach to gender pay gap reporting provides a model of good practice among JSE Top 40 companies. In its 2024 disclosures, Implats aligns with GRI Standard 405-2, which requires reporting the ratio of remuneration of women to men by employee category and by significant locations of operation. This level of transparency, grounded in an internationally recognised reporting framework, sets Implats apart from many of its peers in the JSE Top 40, including other companies which purport to disclose in line with the GRI Standards.
The report includes disaggregated female-to-male pay ratios across a range of operational divisions and hierarchical levels, from top and senior management to semi-skilled and unskilled categories, for multiple sites, and in both local and international operations. This geographic and occupational granularity aligns closely with the recommendations in the JSE Guidance, which also recommends the publication of gender pay data by employee category and significant location of operation.
Implats provides ratios for female and male earnings, highlighting both areas of parity and gaps across different employment levels. In doing so, it enables investors, regulators, and civil society stakeholders to engage meaningfully with the company’s performance on pay equity. Such clarity enhances accountability and demonstrates a strong commitment to fair remuneration and gender equity.
Implats’ disclosure sets a benchmark for what gender pay transparency can look like in the South African context and illustrates how listed entities can voluntarily and proactively align local reporting with global best practices.