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BLUE LABEL INTEGRATED ANNUAL REPORT 2015
HUMAN CAPITAL
Kos Competition, Women’s Day and World Aids Day.
On Vitality days, staff on Discovery medical aid may
undergo various health checks, while earning points
towards their vitality status. Wellness programmes
are positively supported by all.
A monthly internal newsletter is e-mailed to staff
across the Group, sharing news on operational
highlights, important events, achievements, profiling
companies and employees, while recognising
standout performers, called “Super Heros”.
The Group’s management views incidents of
child or forced labour as morally abhorrent,
and consequently does not allow such activities.
The Group upholds the protection provided by
the Constitution of the Republic of South Africa,
the Bill of Rights, and labour laws.
EMPLOYMENT EQUITY
The Group promotes and supports equal
opportunity and fair treatment of all staff in
accordance with its employment equity policy. The
Group’s recruitment policies and procedures enable
staff and external candidates to compete for job
and/or promotional opportunities in an equitable
environment where the sole criterion is merit based.
The Employment Equity Committee meets quarterly
to discuss and review various matters such as
barriers to employment and affirmative action
initiatives.
Subsidiary company employment equity
performance relative to targets is recorded
and monitored and reported to the Social and
Ethics Committee. The Group continues to be
non-unionised.
The Group progresses in its efforts to attract and
retain key talent. As a matter of policy, companies
make a concerted effort to promote staff already in
their employ when opportunities arise. The Group
partners with recruitment agencies and executive
search companies, while its appointments network
also include social media channels.
All new staff, usually on their first day of work,
participate in a detailed induction, which covers an
introduction to the Group, its vision, mission, ethics,
products and services, recent financial performance,
management team, health and safety requirements,
policies, procedures and processes.
All new employees automatically gain access to the
Group’s various benefits, such as medical aid, Group
life scheme, wellness programmes and free access to
Group products and services.
The Group life benefit scheme is fully funded and
includes death, disability, dreaded disease and
funeral benefits. Membership of Discovery Health
is compulsory for all new permanent employees
earning over R6 500 per month. For staff earning
less than this amount, Boncap Medical Aid
is available.
All changes to terms and conditions of employment,
including any changes to significant operational
matters, are dealt with in a consultative manner
with staff, with the objective of mutual consensus.
Staff (excluding those at Velociti) have relevant job
descriptions containing detailed KPAs and KPIs.
Each job has been rated on the Patterson Grading
System. Performance assessments are conducted
bi-annually and linked to remuneration and
incentive structures. Skills development plans are
referenced to job descriptions, KPAs and KPIs. The
entire process is managed via the employee self-help
module on Psiber.
The Group regularly hosts social and wellness days
at head office. These include blood drives in
partnership with the South African National Blood
Service, food parcel and winter blanket collections
for the needy, Bandanna Day, Slipper Day, a Potjie