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TRANSFORMATION
Black Economic Empowerment
The B-BBEE Final codes of Good Practice were gazetted in February 2007 and there are various changes that have given impetus to an external verification exercise. This exercise is being conducted by EmpowerDex, on behalf of the CASA members, of which Sun International is one. The exercise will enable the development of strategies to ensure achievements of our B-BBEE goals and objectives.

The Financial Mail Survey rating by EmpowerDex in 2007 ranked Sun International as the 21st most empowered of the Top 200 JSE listed companies. The changes in the codes had an impact on the ranking as the measurement criteria and compliance targets changed significantly. The table below shows the score achieved by Sun International in each of the elements of the BEE scorecard: 
 
Category BEE score target SI score
Ownership 20 16,3
Management 10 2,2
Employment equity 15 4,9
Skills development 15 4,6
Preferential procurement 20 11,0
Enterprise development 15 15
Socio-economic development 5 5
Overall 100 59,0
 
EMPLOYMENT EQUITY
Amended Employment Equity Regulations were published and effected by the Department of Labour in August 2006. These required additional reporting on employment equity, and included reporting on representation of employees in occupational levels, categories and in core and support functions.

Employment Equity Committees continue to operate at our South African operations and are consistently empowered through training and awareness so they can effectively contribute to the transformation process in the group. Initiatives are also put in place to ensure alignment of employment equity with skills development.

The alignment of the B-BBEE Codes of Good Practice relating to management, employment equity and skills development to employment equity requires more focus on designated groups and various strategies will need to be put in place to ensure achievement of various objectives in this respect.
 
EMPLOYMENT EQUITY PROGRESS REPORT (SOUTH AFRICAN EMPLOYEES)
 
  Designated Non-designated Grand
total
Male Female Male Foreign nationals
EQ employee class Occupational levels A C I A C I W W Male Female
Permanent 1. Top management 2 1 1 16 2 22
2. Senior management 3 5 2 1 14 38 9 72
3. Professionally qualified and experienced specialists & mid-management 23 5 7 5 4 4 28 111 24 5 216
4. Skilled technical and academically qualified workers, junior management, supervisors, foremen & superintendents 466 142 109 252 95 53 282 363 37 24 1 823
5. Semi-skilled & discretionary decision making 1 278 298 99 1 736 364 109 208 116 12 22 4 242
6. Unskilled & defined decision making 139 9 1 162 10 5 5 331
Permanent  total   1 911 455 221 2 155 475 167 538 649 84 51 6 706
Non-permanent employees All  43 18 1 28 7 7 25 20 6 4 159
Grand total   1 954 473 222 2 183 482 174 563 669 90 55 6 865
Key: A = African C = Coloured I = Indian W = White  
 
The group approaches employee relations issues inclusively, preferring to engage in constructive dialogue
on substantive issues that impact employees.
 
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