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Employees, health & safety
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| Employees, health & safety
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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: |
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| 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 |
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| 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. |
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| EMPLOYMENT EQUITY PROGRESS REPORT (SOUTH AFRICAN EMPLOYEES) |
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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 |
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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 |
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1 954 |
473 |
222 |
2 183 |
482 |
174 |
563 |
669 |
90 |
55 |
6 865 |
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| Key: A = African C = Coloured I = Indian W = White |
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The group approaches employee relations issues inclusively, preferring to engage in constructive dialogue
on substantive issues that impact employees. |
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