For us, employment equity is seen as a strategic advantage, a key enabler to improve our transformation in the group. Each business unit has an employment equity plan and strategy with specific aims, especially with regard to increasing the representation of Black employees in Senior and Middle Management occupational levels. This is an ongoing process that will take a couple of years to achieve.
As part of a renewed and concerted effort, we have and will continue to improve our systems to identify, develop and mentor previously disadvantaged staff to ensure that they are able to take up positions in various levels of management in the group.
Currently Black staff make up 63% of our total staff complement and we have 41% Black representation in the Managements bands C – E. The staff complement for disabled is 3%.