GROUP SUSTAINABILITY REPORT

2019

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Underground Mining + Oil & Gas + Power & Water

Drive diversity and inclusion

THE IMPLEMENTATION OF THE GROUP DIVERSITY POLICY HAS DRIVEN GOOD IMPROVEMENT IN ADDRESSING DIVERSITY AND INCLUSION ACROSS THE GROUP. THE GROUP HOLDINGS BOARD TARGETS FOR GENDER AND RACE DIVERSITY WERE MET WITH BOARD COMPOSITION AT 50% BLACK AND 30% FEMALE.

We are recognised for our ability to recruit employees from local communities in line with localisation requirements, in many countries with different cultures, and to train them to meet our high expectations for safety and productivity.

EMPLOYMENT EQUITY IN SOUTH AFRICA

While the representation of black people in the overall South African workforce remained at 79%, progress was made at every management level with a 15% increase in black representation at top management. These improvements are the result of our leadership’s commitment to proactive employment equity planning in every business.

The Group chief executive chairs the transformation steering committee, which comprises of the platform CEOs and their respective human resources heads as well as the director responsible for BBBEE. During FY2019, we reviewed management roles where employees are expected to retire in the short to medium term and aligned these opportunities to our transformation objectives. Progress against targets is reviewed and projections are made for the next quarter.

As part of the annual Group leadership and succession review, Murray & Roberts Cementation and Power & Water identified their top young black talent, who have met with the Board during a breakfast session to engage on company priorities. These employees will be developed and their progress monitored.

Our employment equity committees in all South African businesses ensure that fair recruitment processes are followed and that any barriers to transformation are identified and removed.


BLACK REPRESENTATION

79%

AT SUPERVISORY AND MANAGEMENT LEVEL.

FY2018: 69%

 

33%

AT TOP MANAGEMENT LEVEL.

FY2018: 18%

 

20%

AT SENIOR MANAGEMENT LEVEL.

FY2018: 18%

 

48%

AND

76%

AT MIDDLE AND JUNIOR MANAGEMENT LEVELS RESPECTIVELY, WHICH IS EFFECTIVELY OUR TALENT PIPELINE.

FY2018: 43% and 75% respectively

FEMALE REPRESENTATION

15%

OF THE TOTAL WORKFORCE.

FY2018: 12%

Key data

 

DIVERSITY AND INCLUSION PROGRAMMES IN OTHER JURISDICTIONS

Underground Mining

In North America, Cementation has a JV with indigenous groups in Canada and prioritises their recruitment and development. The ratio of indigenous employees is regularly assessed at projects such as Diavik and Hope Bay.

The expansion of Cementation USA to Mexico and Chile has brought ethnic diversity to the business and continues to mould its culture.

Cementation Americas has established a diversity working group, to manage diversity and inclusion across stakeholder groups, including employees, clients, suppliers and advisors. The working group has conducted workshops to identify barriers that inhibit the promotion of diversity.

In Australia, RUC Cementation’s workforce is diverse and where it operates outside of Australia, for example in Indonesia and Mongolia, a high percentage of the workforce is made up of local residents.

Oil & Gas

Clough is focused on improving the representation of women. Our efforts include flexible work practices for all employees to help them balance careers and family responsibilities, reviews to identify top female talent, a mentorship programme for women and targeting women for the Graduate Programme. Working alongside the Workplace Gender Equality Agency, Clough has conducted research to measure equality in the workplace and to inform initiatives for improvement.

The platform is also committed to increasing the participation of indigenous communities. The recruitment process has been revised to support this objective, mentorship programmes introduced to advance these employees beyond low-skilled roles and indigenous job boards are used to advertise vacancies.

In Australia, Clough has worked for several years to create opportunities for Aboriginal and Torres Strait Islander People. Its recently developed Reconciliation Action Plan outlines how it intends to build stronger relationships with these communities.

CEMENTATION AMERICAS

Conducted a diversity survey to gain insight on the organisational climate and understand the issues most important to our employees. The diversity working group is identifying short- and long-term goals and action plans to address concerns.

The New Miner programme trained indigenous employees at several projects in the Northwest Territories, British Columbia, Resolute Bay in Nanavut and Mexico.

OIL & GAS

The workforce at the BHP South Flank Iron Ore project comprises 23.2% women (against a target of 22%) and 7% indigenous employees (against a target of 8.9%).

Sponsored the participation of a talented employee in the Deloitte Women in Leadership Programme.

Member of the Diversity Council of Australia and the CEO for Gender Equity Group.

Celebrating NAIDOC (National Aboriginal and Islanders Day Observance Committee) Week and raising cultural awareness.