Full annual report - African Bank - Investoreports

Description Explanation
Diversity and equal opportunity
LA13 Composition of governance bodies and
breakdown of employees per employee
category according to gender, age group,
minority group membership, and other
indicators of diversity
Equal remuneration for women and men
LA14 Ratio of basic salary and remuneration of
women to men by employee category and by
significant locations of operations
Social: Human rights
DMA Disclosure on management approach
■ Investment and procurement practices
■ Non-discrimination
■ Freedom of association and collective
bargaining
■ Child labour
■ Prevention of forced and compulsory labour
■ Security practices
■ Indigenous rights
■ Assessment
■ Remediation
Investment and procurement practices
HR1 Percentage and total number of significant
investment agreements that include human
rights clauses or that have undergone human
rights screening
HR2 Percentage of significant suppliers, contractors
that have undergone human rights screening,
and actions taken
HR3 Total hours of employee training on policies
and procedures concerning aspects of human
rights that are relevant to operations, including
the percentage of employees trained
Non-discrimination
HR4 Total number of incidents of discrimination
and corrective actions taken
192
The board composition is available in the web based corporate
governance report at www.abil.co.za and a breakdown of employees
on pages 141 and 143. The EE profile has been provided outlining the
breakdown of employees per category according to gender, minority
group membership and contract.
ABIL’s human capital principles and practices are based on equal
opportunity and non-discrimination and as such remuneration is
defined by the role of the employee and not gender.
The maintenance of socially responsible labour practices are a priority
for the group for all its employees, and should be extended to third
parties we do business with.
We are committed to complying with the applicable laws, labour
legislation and the Constitution of SA, and having a strong focus on
the respect for human rights.
With our operations predominantly in South African we comply with
the country’s laws, legislation and Constitution which has a strong
focus the respect for human rights. Unless there is reason to be
concerned about potential human rights non-compliance or
violations, no clauses in this regard are included in investment
agreements.
Whilst the Retail unit has no contractual provisions for human rights
screening of suppliers, all foreign suppliers are personally screened
from a compliance perspective. The merchandise director and
respective buyers visit factories before any purchase is concluded.
Only train policies on technical aspects of the job, as well as training
relating to processes around discipline and incapacity, and not
anything about human rights. The cornerstone of the processes when
followed is fairness, but this will not relate strictly to human rights. As
such, this has not been reported on.
No violations were reported. Our grievance procedure allows
employees to address any manner of conduct that they feel aggrieved
about which includes discrimination and victimisation.