INTEGRATED ANNUAL REPORT 2011 GRI RESPONSES  

LA1 - LA15

  • LA 1 Total workforce by employment type, employment contract, and region, broken down by gender.

    Integrated annual report 2011 - Equipment
    Integrated annual report 2011 - Automotive and logistics
    Integrated annual report 2011 - Handling
    Integrated annual report 2011 - Corporate office
    Integrated annual report 2011 - Empowerment and transformation
    Integrated annual report 2011 - Our People

    We understand that our employees are the foundation and drivers of our success. Accordingly, ‘people’ is one of our strategic focus areas. Creating value through - and for - employees by attracting, developing and retaining the globally competitive people necessary to implement our strategy and meet our growth targets remains one of the group’s most vital attributes.

    Specific activities include developing internal resources for promotion through detailed development needs analysis per person, leadership/management development programmes, and continued focus on technical skills upliftment.

    Number of employees – group

    Divisions 2011   2010
      2009
     
    Equipment 6 848   6 121   6 436  
    Automotive and Logistics 9 135   9 477   9 040  
    Handling 2 582   2 471   2 534  
    Corporate 106   98   103  
    Total 18 671   18 167   18 113  

    Region 2011   2010
      2009
     
    RSA 11 403   11 267   11 018  
    Rest of Africa 1 905   1 650   1 496  
    UK, Europe & Russia 3 743   3 198   3 558  
    Middle East & Asia 291   771   769  
    Australia 492   477   439  
    North America 837   804   833  
    Total 18 671   18 167   18 113  

    Employees by employment category and gender – group

      2011 2010
    2009
     
    Category Male   Female   Total   Male   Female   Total   Male   Female   Total
    Board* 6       6   6       6   5       5
    Executive 25   1   26   21   2   23   25   2   27
    Senior management 79   6   85   75   6   81   68   8   76
    Middle management 1 814   720   2 534   1 794   681   2475   1832   638   2470
    Skilled upper 7 282   2 477   9 759   6 838   2 332   9170   6436   2087   8523
    Semi skilled/ apprentices/trainees 4 699   1 237   5 936   4 682   1 241   5923   5039   1383   6422
    Labour/unskilled 212   113   325   360   129   489   447   143   590
    Total 14 117   4 554   18 671   13 776   4 391   18 167   13 852   4 261   18 113

     

  • LA 2 Total number and rate of new employee hires and employee turnover by age group, gender, and region.

    Integrated annual report 2011 - Our People
    Integrated annual report 2011 - Our People

    In 2011, 3 378 new recruits were appointed and 34 employees joined after acquisitions. These figures do not include the 535 Barloworld Russia employees who are now incorporated in the group figures after purchasing the outstanding shareholding in this business.

    Employee turnover

    Year   Resignations   Transfers   Retrench
    ments/
    redun
    dancies****
      Retirements*   Dismissals   Deaths**   Other***  
    Total 2011   1 703   26   227   245   475   62   795  
    Total 2010   1 466   37   176   277   430   66   505  
    Total 2009   1 482   110   1075   203   561   65   422  

    A total of 3 507 employees left the group due to resignation, retrenchment, retirement, dismissal, death, termination of contracts longer than 12 months and sales of businesses. Twenty-six employees transferred between divisions in the group.

     

  • LA 3 Benefits provided to full-time employees that are not provided to temporary or part-time employees, by major operations.

    Benefits provided to full-time employees include: retirement funding, leave, medical aid, employee wellness and assistance programmes, education assistance, training, staff discounts, study leave and annual bonuses.

    Permanent employees (in defined categories) in South Africa benefited from the BBBEE transaction through the general Staff Trust and continue to receive dividends from the company. These amounted to R3 122 998 during the year.

    Benefits provided to permanent employees and not to temporary or part-time employees vary by division and region. In addition to those already noted, these include maternity leave, study leave, long-term incentive and employee retention schemes, disability cover and life cover.

     

  • LA 4 Percentage of employees covered by collective bargaining agreements.

    Integrated annual report 2011 - Our People

    This varies from a high of 52% in Europe and Siberia to 23% ex South Africa.

    Employees represented by trade unions and collective bargaining agreements by region

      % unionised % collective bargaining
    Region 2011   2010   2009   2011   2010   2009  
    RSA 48   51   46   39   46   47  
    Other Africa 26   8   8   23   10   6  
    Europe & Russia 11   14   12   52   68   64  
    Total 34   35   31   37   41   42  

     

  • LA 5 Minimum notice period(s) regarding significant operational changes, including whether it is specified in collective agreements.

    Integrated annual report 2011 - Our People

    Minimum notice periods on significant changes vary across the group. These are covered in individual employment contracts, legislation, industry agreements and other negotiated recognition agreements. Industry agreements include consultation processes and notice periods. The company adheres to the applicable notice period.

     

  • LA 6 Percentage of total workforce represented in formal joint management-worker health and safety committees that help monitor and advise on occupational health and safety programs.

    Effectively all employees are covered by health and safety committees on which both management and employees are represented.

    Occupational health and safety (OHS) standards are covered by legislation. Barloworld operations also conform to the principles of the International Labour Organization’s (ILO) Guidelines on Occupational Health and Safety The group has a philosophy of ‘zero injuries or harm’ to employees. Business units follow a strict risk management audit protocol incorporating health and safety.

    OHS is the direct responsibility of divisional CEOs, and formal health and safety committees comprising management and worker representatives cover all South African staff.

    Regional laws apply to staff in Iberia, UK, Siberia, Australia and US operations, all being covered. The Netherlands and Belgium operations also have committees in place.

     

  • LA 7 Rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities by region and by gender .

    Integrated annual report 2011 - Equipment
    Integrated annual report 2011 - Automotive and logistics
    Integrated annual report 2011 - Handling
    Integrated annual report 2011 - Corporate office
    Integrated annual report 2011 - Our People
    Integrated annual report 2011 - Our People

    Health and safety statistics

      LTIFR Fatalities
    Occupational diseases
    Division 2011   2010   2009   2011   2010   2009   2011   2010   2009
    Equipment 1.37   1.80   1.40   2   1       1   2    
    Automotive and
    Logistics
    1.20   1.19   1.12           3            
    Handling 1.70   2.28   1.67               2   2   1
    Corporate                                  
    Total 1.31   1.51   1.27   2   1   3   3   4   1

    LTFIR = lost time injuries x 200 000 divided by total hours worked

    The group uses lost-time injury frequency rate (LTIFR) as the material indicator of safety performance. This enables trends to be observed and performance benchmarked against industry norms and peers.

    Tragically there were two work-related deaths.

    One occurred at Jwaneng Mine in Botswana. As a precaution, a safety bulletin has been issued to all operations covering lessons learned and actions taken to prevent future accidents of this nature.

    The other was at Equipment’s Isando operations where an employee was run over. Following a full investigation further measures have been put in place to improve the safety culture.

    Two occupational diseases cases were reported in Handling UK. It appears that both arose prior to being employed by Barloworld. One complainant has since passed away without a claim being lodged and the other, relating to hearing loss, is being investigated.

    Equipment is investigating a case of Chronic Obstructive Pulmonary Disease which may be due to exposure to dust and diesel fumes.

     

  • LA 8 Education, training, counseling, prevention, and risk-control programs in place to assist workforce members, their families, or community members regarding serious diseases.

    Integrated annual report 2011 - Our People

    A number of employee wellness and support programmes are in place, including medical aid schemes and assistance programmes. HIV/Aids receives particular attention in countries with high prevalence rates. Programmes to address HIV/Aids cover education, prevention, voluntary counselling and testing (VCT) and disease management, including provision of anti-retroviral medication.

    All employees are encouraged to take the necessary precautions to prevent infection and to regularly check their status. Currently 128 employees receive HIV/Aids assistance, through medical aid, company- and state-sponsored programmes.

    Barloworld Equipment has on-site clinics in South Africa and Spain. These provide primary health care and occupational health services to employees, including confidential and anonymous counselling and assistance on any issue that could affect productivity and wellbeing. Other divisions have appropriate resources.

    Automotive’s businesses in South Africa have the Independent Counselling and Advisory Services (ICAS) support system which covers health and related issues.

    The logistics business has an employee ‘wellness line’ in place for its South African employees and their families. The corporate office in South Africa has wellness days when employees can undergo a number of health-related assessments and tests, and receive advice.

    Across the group, there are no serious communicable diseases other than HIV/Aids, which mainly affects southern African operations. A group policy ensures no discrimination and victimisation of HIV-positive employees in the workplace. The company programme consists of a number of initiatives in the following key areas:

    Prevention: programmes include poster campaigns, awareness programmes, free reading materials, dispensers with free condoms at all workplaces, high-profile initiatives for World Aids Day.
    Education: initiatives include workplace seminars for all employees on relevant topics and training for managers on managing HIV/Aids in the workplace.
    HIV/Aids testing: a free know-your-status and voluntary testing programme is implemented at each business unit and promoted during the monthly induction programme for new employees.
    Disease management: all employees have access to counselling, medical advice and appropriate treatment. In some instances treatment is covered by medical aid schemes, but in most cases assistance is provided through a company-sponsored disease management and treatment programme. This is reviewed annually in line with national and industry developments in order to minimise company liability. Family counselling is also available. The above programme is applicable in South African operations.

    In Equipment southern Africa, five occupational health personnel provide counselling on various communicable diseases. An occupational health section on their intranet is available to all employees. The employee wellness programmes include access to various counsellors.

    HIV/Aids statistics in Barloworld South Africa

      Employees Employees who
    know their status
    % who know
    their status
      % of those tested who
    are HIV positive
    Division 2011   2010   2009   2011   2010   2009   2011   2010   2009   2011   2010   2009  
    Equipment 3149   2896   3020   2211   2035   1411   70   70   47   4   4   6  
    Automotive and
    Logistics
    7674   7850   7481   5031   4315   4534   66   55   61   7   6   5  
    Handling 474   423   414   262   262       55   62       1   1      
    Corporate 106   98   103   106   42   103   100   43   100   4   10   6  
    Total 11403   11267   11018   7610   6654   6048   67   59   55   6   5   5  

    * Handling SA employees tested with Equipment in 2009.

     

  • LA 9 Health and safety topics covered in formal agreements with trade unions.

    There are no formal health and safety agreements with trade unions although this aspect is regularly included on the agenda of meetings with management in the various operations. Businesses that operate under industry agreements with unions are covered to the extent that these issues are addressed at industry level.

     

  • LA 10 Average hours of training per year per employee by gender, and by employee category .

    Integrated annual report 2011 - Our People
    Integrated annual report 2011 - Our People

    Training data is shown in the graph and tables below.

    Average training hours by category

    Category Average
    hours
    2011
      Average
    hours
    2010
     
    Board* 7.42   8.00  
    Executive 16.63   27.37  
    Senior management 28.39   16.40  
    Middle management 35.44   29.09  
    Skilled upper 29.86   29.89  
    Semi skilled/
    apprentices/trainees
    38.45   25.85  
    Labour/unskilled 31.03   7.30  
    Total 33.34   27.79  
    * Includes executive directors only

    Average training hours by category - gender

      2011 2010
    Category Males   Females   Males   Females  
    Board* 7.42   0.00   8.00   0.00  
    Executive 16.42   22.00   26.10   41.00  
    Senior management 28.34   29.08   16.17   19.17  
    Middle management 35.20   36.06   28.20   31.42  
    Skilled upper 31.45   25.20   31.88   24.05  
    Semi skilled/ apprentices/trainees 42.18   24.29   29.15   13.41  
    Labour/unskilled 43.49   7.66   9.21   1.97  
    Total 35.63   26.24   29.77   21.58  
    * Includes executive directors only

     

  • LA 11 Programs for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings.

    Integrated annual report 2011 - Our People

    Training programmes include apprenticeships, learnerships, management and leadership development programmes, technical skills and sales skills, all of which develop lifelong skills and ensure the ongoing employability of employees.

    The group also conducts appropriate career-end programmes which include retirement planning, financial planning and life-skills.

    Assistance is provided to employees for involuntary terminations. This includes appropriate financial packages, assistance with job search, financial advice and access to existing wellness and support programmes.

     

  • LA 12 Percentage of employees receiving regular performance and career development reviews, by gender

    Integrated annual report 2011 - Our People

    Career reviews take place throughout the group with 69% of employees reviewed during the year. Senior employees receive at least two formal performance reviews a year, which are linked to balanced scorecards and remuneration. This does not take place at all levels as collective bargaining agreements cover sections of the workforce.

     

  • LA 13 Composition of governance bodies and breakdown of employees per employee category according to gender, age group, minority group membership, and other indicators of diversity

    Integrated annual report 2011 - Equality, empowerment and transformation

      Name   Year
    appointed
    Audit General purposes Nomina-
    tion
    Remunera-
    tion
    Risk and
    sustain-
    ability
    *Social,
    Ethics and
    Transformation
     
      Independent                  
      non-executive directors                  
      DB Ntsebeza (chairman) Dumisa (BM) (61) 1999   Chairman Chairman Member   Member  
      SAM Baqwa Selby (BM) (60) 2005 Member Member Member     Member  
      AGK Hamilton Gordon (WM) (66) 2007 Chairman Member Member Member Member    
      SS Mkhabela Sibongile (BF) (66) 2006     Member     Chairman  
      MJN Njeke Johnson (BM) (52) 2009 Member     Member Member    
      SS Ntsaluba Sango (BM) (51) 2008 Member     Member Chairman    
      SB Pfeiffer Steve (WM) (64) 2001   Member Member Chairman      
      G Rodriquez de Castro Garcia de los Rios Gonzalo (WM) (69) 2004           Member  
      Non-independent,                  
      non-executive directors                  
      TH Nyasulu Hixonia (BF) (57) 2007   Member          
      Executive directors                  
      CB Thomson (chief executive) Clive (WM) (45) 2003   Member     Member Member  
      PJ Blackbeard John (WM) (54) 2004         Member Member  
      PJ Bulterman Peter (WM) (55) 2009         Member    
      M Laubscher Martin (WM) (51) 2005         Member    
      OI Shongwe Isaac (BM) (49) 2007         Member Member  
      DG Wilson Don (WM) (54) 2006         Member    

    Employees by employment category and gender – group

      2011 2010
    2009
     
    Category Male   Female   Total   Male   Female   Total   Male   Female   Total
    Board* 6       6   6       6   5       5
    Executive 25   1   26   21   2   23   25   2   27
    Senior management 79   6   85   75   6   81   68   8   76
    Middle management 1 814   720   2 534   1 794   681   2475   1832   638   2470
    Skilled upper 7 282   2 477   9 759   6 838   2 332   9170   6436   2087   8523
    Semi skilled/ apprentices/trainees 4 699   1 237   5 936   4 682   1 241   5923   5039   1383   6422
    Labour/unskilled 212   113   325   360   129   489   447   143   590
    Total 14 117   4 554   18 671   13 776   4 391   18 167   13 852   4 261   18 113


      2011 2010
    2009
     
    Category AIC**   White   AIC**   White   AIC**   White  
    Board* 1   4   1   4   1   3  
    Executive 4   13   5   8   6   12  
    Senior management 14   41   11   42   9   40  
    Middle management 648   1006   621   1003   509   1009  
    Skilled upper 3794   2189   3654   2235   3379   2347  
    Semi skilled/ apprentices/trainees 3106   383   3076   383   2980   463  
    Labour/unskilled 199   1   222   2   257   3  
    Total 7766   3637   7590   3677   7141   3877  
    * Includes executive directors only.
    ** African, Indian, Coloured

     

  • LA 14 Ratio of basic salary and remuneration of women to men by employee category, by significant locations of operation.

    Integrated annual report 2011 - Our People

    Remuneration and employee benefits are attractive, well-structured and competitive. All remuneration and employee benefits are aligned with legislation.

    Remuneration practices are regularly reviewed and the group is committed to removing unfair discrimination in pay scales. In South Africa, differentials are disclosed in terms of employment equity legislation. A review of executive and senior management remuneration indicates a small variance of 5.8% and 2.6% respectively in favour of males. This is linked to tenure and role and does not reflect entrenched discrimination.

    As the group has implemented the Towers Watson global grading system in all operations, its positions are graded accordingly. Wage and salary levels are benchmarked by country and category. This ensures equity and non-discrimination in remuneration practices.

     

  • LA 15 Return to work and retention rates after parental leave, by gender.

    Integrated annual report 2011 - Our People

    This is a new indicator. The company only reports female employees: 89 employees went on maternity leave during the period and 73 returned to work. The majority of employees who did not return to work were outside South Africa. These numbers do not fully reflect of the total group and will be detailed in the next reporting period.