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BLUE LABEL
INTEGRATED ANNUAL REPORT 2017
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We have adopted a number of initiatives
aimed at driving a high performance
culture, where staff are recognised and
rewarded commensurately with their
contributions.
Talent acquisition and
retention
The Group adheres to a defined process
for talent acquisition, so that all vacant
roles can be filled within a short space
of time followed by an effective
recruitment process. This process
includes a targeted search of relevant
job portals, selection of candidates
involving line managers and colleagues,
after assessments where applicable.
Performance assessments are conducted
with new staff after six weeks in the role
in order to ensure that any issues that
may arise are addressed. The formal
performance management procedure
aims at achieving our required
standards. Performance is monitored on
a biannual basis and measured against
established and agreed key performance
criteria. These measures are used to
determine bonuses and increases
payable.
Employee benefits
The Group offers several employee
benefits, including group life insurance
(inclusive of a life policy, severe illness,
disability and a funeral cover) and
medical aid through Discovery Health
and a provident fund through Destiny
Retirement Fund. As we have adopted
a Total Cost to Company remuneration
system, the costs of medical aid and
provident fund are included in staff
packages. The cost of the group life
benefit is borne by the company.
Staff wellness
We host an annual Vitality wellness day
at head office enabling staff to undergo
various medical assessments. During the
year staff were afforded the opportunity
to check blood pressure, eye sight, to
donate blood to the South African
National Blood Service, to obtain flu
injections and to undergo HIV testing
and counselling, as applicable. Staff also
have access to qualified counselling on
issues such as depression, stress,
burnout and addiction.
Staff regularly volunteer their support
for various community and charity
initiatives throughout the year,
including hosting and assisting at youth
events, Cyclethon and the JP Morgan
Corporate Challenge Race.
Employment equity
The principles supporting and promoting
equal opportunity as well as fair and
consistent treatment to all staff, are
embodied in the Group’s employment
equity and transformation policy.
Learning, development and talent
acquisition are aimed at promoting
and encouraging employment equity.
The Employment Equity Committee,
which reports to the Social, Ethics
and Transformation Committee, is
representative of gender, race,
employment level and geography within
the Group. The committee meets
quarterly to discuss specific items, such
as employment equity targets, barriers
to employment, learning and
development and any work place issues.
The Employment Equity Plans submitted
to the Department of Labour in 2012
have expired and are being reviewed,
with the intention of resubmitting
revised targets in early 2018 in respect
of the period 2018 to 2023.
Human capital