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

    These are captured in the Barloworld Group Human Rights Policy.

    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 better 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 through pay gap reviews and the group is committed to removing unfair discrimination in pay scales and practices. 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 market competitiveness and equity and non-discrimination in remuneration practices.

  • 405-1 - Diversity of governance bodies and employees

    The reporting organization shall report the following information:

    1. Percentage of individuals within the organization’s governance bodies in each of the following diversity categories:
      1. Gender;
      2. Age group: under 30 years old, 30-50 years old, over 50 years old;
      3. Other indicators of diversity where relevant (such as minority or vulnerable groups).
    2. Percentage of employees per employee category in each of the following diversity categories:
      1. Gender;
      2. Age group: under 30 years old, 30-50 years old, over 50 years old;
      3. Other indicators of diversity where relevant (such as minority or vulnerable groups).
    Integrated Report:
    Annual General Meeting:
        Global Breakdown – 2020  Global Breakdown – 2019  Global Breakdown – 2018 
    Employee breakdown by Gender Male  Female  Total  Male  Female  Total  Male  Female  Total 
    Board* 
    Executive  22  23  45  29  19  48  27  15  42 
    Senior Management  67  34  101  96  36  132  91  37  128 
    Middle Management  904  603  1 507  1 074  714  1 788  1 123  748  1 871 
    Skilled Upper  4 432  2 083  6 515  5 261  2 546  7 807  5 426  2 559  7 985 
    Semi-skilled/apprentices/trainees  3 160  849  4 009  4 049  1 139  5 188  4 529  1 183  5 712 
    Labour/Unskilled  540  186  726  274  158  432  433  164  597 
    Total  9 127  3 778  12 905  10 784  4 612  15 396  11 631  4 706  16 337 

    *Includes permanent employees and contractors > 12 months. Excludes non-executive directors.

    Employees by ethnic background – South Africa  
    2020  2019  2018 
    AIC  White  Foreign Nationals  AIC  White  Foreign Nationals  AIC  White  Foreign Nationals 
    Board*  2  0  0 
    Executive  27  10  5  22  18  14  20 
    Senior Management  48  39  1  56  60  42  70 
    Middle Management  655  564  15  755  723  16  708  717  15 
    Skilled Upper  3 447  1 229  35  4 292  1 509  52  4 210  855  59 
    Semi-skilled/apprentices/trainees  3 067  109  216  4 051  152  258  4 367  1 714  299 
    Labour/Unskilled  72  0  2  378  538  212  17 
    Total per category  7 318  1 951  274  9555  2 462  335  9 880  2 872  398 
    Total Group – South Africa  9 543  12 352  13 150 

     

     

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

    The reporting organization shall report the following information:

    1. Ratio of the basic salary and remuneration of women to men for each employee category, by significant locations of operation.
    2. 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 through relevant pay gap analysis and the group is committed to removing any unfair discrimination in pay scales and practices. 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 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.