Diversity and Equal Opportunity: 405-1 to 405-2

  • Management Approach

    Barloworld remains committed to building a workforce which reflects the communities in which we operate. As a world-class organisation with a broad array of stakeholders, we believe that diversity is what helps maintain our winning edge. Within all areas of our business we strive to create an inclusive talent pool, one which taps into the vast potential found across races, genders, sexual orientations and other demographics.

    While great progress has been made, diversity and inclusion remains a key focus area for Barloworld and continues to be central to our success. We understand that equity is central to achieving equal opportunities and the principle is applied fairly and justly. Equally, we value the competitive advantage inherent in a diverse workforce and are committed to an employee complement that reflects the demographics of the countries in which we operate.

    Central tenets of the group’s approach to equality include:

    • Prohibition of unfair discrimination on the grounds of gender, race, religion, disability, age or sexual orientation
    • Proactive pursuit of programmes and initiatives to achieve our equality objectives
    • Complying with legislation in all countries in which it operates
    • Identification and elimination of employment barriers which unfairly discriminate

    By identifying a high-performance culture as a strategic objective, we ensure group and individual commitment to equality in the workplace across all operations.

    Race, gender and disability are addressed in employment equity, transformation and empowerment targets in South Africa in line with legislation. Localisation and gender objectives are set in non-South African operations in accordance with local demographics and legislation. Required employment equity plans and progress reports are submitted in South Africa and other southern African countries. These plans set out employment targets that address race, gender and disability.

    In South Africa, Barloworld follows the Department of Trade and Industry’s (dti’s) broad-based black economic empowerment (B-BBEE) scorecard with the target for all South African operations to achieve a level 4 or higher according to the revised B-BBEE Codes of Good Practice.

    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, pay differentials are disclosed in terms of employment equity legislation.

    Male and female income levels are continually reviewed and unfair anomalies are addressed.

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

  • 405-1: Diversity of governance bodies and employees

    The reporting organization shall report the following information:
    a. Percentage of individuals within the organization's governance bodies in each of the following diversity categories:
    i. Gender;
    ii. Age group: under 30 years old, 30-50 years old, over 50 years old;
    iii. Other indicators of diversity where relevant (such as minority or vulnerable groups).
    b. Percentage of employees per employee category in each of the following diversity categories:
    i. Gender;
    ii. Age group: under 30 years old, 30-50 years old, over 50 years old;
    iii. Other indicators of diversity where relevant (such as minority or vulnerable groups).
    Integrated Report:
    Annual General Meeting:
    Employee breakdown by Gender Global Breakdown - 2018 Global Breakdown - 2017 Global Breakdown - 2016
    Male   Female   Total   Male   Female   Total   Male   Female   Total   
    Board* 2   0     2       5   0   5  
    Executive 28   15   43    32   9   41    35   10   45  
    Senior Management 94   38   132    105   40   145    117   42   159  
    Middle Management 1 192   769   1961    1 317   802   2119    1 438   830   2 268  
    Skilled Upper 5 955   2 675   8630    6 076   2 687   8763    6 755   2786   9 541  
    Semi-skilled/apparent./train 4 738   1 285   6023    4 952   1 305   6257    5 400   1291   6 691  
    Labour/Unskilled 454   172   626    516   242   758    572   266   838  
    Total operations 12 463   4 954   17 417    13 000   5 085   18 085   14 322   5225   19 547  
    Employees by ethnic background - South Africa 2018 2017 2016
    AIC   White   Foreign Nationals   AIC   White   Foreign Nationals   AIC   White   Foreign Nationals  
    Board* 1   1   0   1   1   0   1   3   0  
    Executive 15   20   6   14   24   1   16   24   0  
    Senior Management 45   71   2   46   84   2   42   100   0  
    Middle Management 767   886   15   782   1 017   14   804   1 124   12  
    Skilled Upper 4 764   1 802   62   4 751   2 039   65   5 155   2 420   67  
    Semi,skilled/apprentices/trainees 4 660   230   299   4 771   310   355   5 055   450   327  
    Labour/Unskilled 565   2   17   684   3   17   760   5   7  
    Total per category 10 817   3 012   401   11 049   3 478   454   11 833   4 126   413  

    * Excludes non-executive directors

  • 405-2: Ratio of basic salary and remuneration of women to men

    The reporting organization shall report the following information:
    a. Ratio of the basic salary and remuneration of women to men for each employee category, by significant locations of operation.
    b. The definition used for 'significant locations of operation'.
    Integrated Report:

    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 any unfair discrimination in pay scales. In South Africa, differentials are disclosed in terms of employment equity legislation, this covers 81.7% of group employees.

    A detailed review of the average basic monthly salaries for males and females was conducted by employee level (and by region) and did not reveal any structural discrepancies or discrimination. These are conducted with a view to ensuring equality in remuneration practices.

    The ratio between males and females vary by scale and favour depending on job role and tenure.

    Given the vast range of countries, industries and job categories, it is not practical to disclose the ratio of basic salary of men to women by employee category.

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