Download the Corporate Citizenship Review 1999 ... - SABMiller

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Building the Bonds (CONTINUED) Southern Sun currently has 14 per cent of the hospitality industry’s payroll and does 25 per cent of the industry’s training – well above the 15 per cent of the next best competitor. In the past year, the company achieved over 500 national qualifications for its staff, almost a quarter of all qualifications achieved in the industry. Over the last three years, the company’s spend on training has ranged between 5.1 per cent and 6.8 per cent of its payroll. Importantly, in the South African environment, 83 per cent of its training budget was spent on people of colour, and 44 per cent on females. Tsogo Sun has an equally impressive record. In its three operating casinos, an average of 43 per cent of its current employees were previously unemployed or had never worked before. Training was intensive and constructive, with numerous training sites accommodating up to 600 people at any time. The total training time to start the commercial operations was over 15,000 working days. In addition, over the last six years, Southern Sun has made available some US$2.3 million (R14 million) for housing and family education, extending the reach of the group’s employee benefits. Project Noah Project Noah, a trailblazing initiative launched by Beer South Africa and the Food and Allied Workers’ Union in 1997, continues to play a leading role in developing sustainable business alternatives for employees, whose jobs have been modified or who have been retrenched. Examples of businesses started under the Project Noah banner include panel beating, fast food take-away, micro loans, crate washing, printing and transport. SOUTHERN SUN EMPLOYEES RECEIVED NATIONAL QUALIFICATION CERTIFICATES IN APRIL 1999 FOR ACHIEVEMENT IN HOSPITALITY TRAINING PROGRAMMES. PRESIDENT THABO MBEKI OPENED THE GCUWA TRAINING CENTRE, ESTABLISHED BY PROJECT NOAH IN CONJUNCTION WITH THE PRESIDENTIAL PROJECT TEAM, THE DEPARTMENT OF LABOUR AND THE EASTERN CAPE DEVELOPMENT AGENCY IN THE EASTERN CAPE LAST YEAR. The Gcuwa Training Centre at Butterworth, Eastern Cape, was opened in 1998. By March 1999, some 335 people had received hands-on training at this thriving centre. Other significant initiatives included the launch of the Welkom-based (Free State) beer distributor – Kopanelo Transport Company – and the inception of the Isando-based (Gauteng) small business “incubator”. PAGE SIXTEEN
GROUP INITIATIVES In South Africa, all divisions focus on the advancement of black and female persons in managerial positions, and encourage dealings with black-owned businesses. With full management commitment, progress is measured across the Group against stated qualitative and quantitative targets. During the 1998 financial year, the proportion of black executives in Beer South Africa rose to 22 per cent, and black senior managers to 35 per cent. The Equity III programme launched in the previous financial year made • DIVERSITY ▪ SAB COMPANIES UNDERSTAND AND RESPECT THE WIDE RANGE OF HUMAN DIVERSITY IN WHICH THEY OPERATE AND ENCOURAGE INCLUSIVENESS WITH REGARD TO HUMAN RESOURCE PRACTICES, IRRESPECTIVE OF NATIONALITY, RACE, GENDER AND PHYSICAL DISABILITIES. good progress in creating an environment in which employees learn to make the most of people’s diversity and, in so doing, compete more effectively. At ABI, progress was made in achieving equity targets. However, greater focus is needed in this area in the future and the business is currently reviewing its equity strategy. In Hungary, where fierce competition and a declining beer market resulted in some retrenchments, employees received life skills training and equitable retrenchment packages, while further positions are created in other divisions, which minimises the total number of jobs lost. At Southern Sun, people of colour account for 34 per cent of management, 70 per cent of supervisory staff, 93 per cent of skilled staff and 100 per cent of general staff. In terms of new legislation in South Africa – the Employment Equity Act – Southern Sun was the first company in any industry to lodge its employment equity plan with the Department of Labour on 31 March 1999. BLACK EMPLOYEES – BEER SOUTH AFRICA (ACTUAL AND TARGETS) F98 Percent 40 F99 ACTUAL F99 TARGET 35 30 25 20 GEORGE N’GAN’GA, QUALITY CONTROL TECHNICIAN AT CASTLE BREWING IN KENYA. 15 10 In 1998, Southern Sun made a significant contribution to job creation, primarily 5 through the activities of Tsogo Sun, which was awarded three casino licences during the 0 Executives Senior management year. As a stated policy, Tsogo Sun has allocated 30 per cent of all jobs created to the unemployed, and reserved a minimum of 60 per cent for historically disadvantaged people. PAGE SEVENTEEN CORPORATE CITIZENSHIP REVIEW
Page 1 and 2: SOUTH AFRICAN BREWERIES plc C ORPOR
Page 3 and 4: Corporate Highlights DURING THE PAS
Page 5 and 6: Other Beverages The Other Beverages
Page 7 and 8: • Providing service excellence in
Page 9 and 10: In addition, the SAB Group was the
Page 11 and 12: ACCOUNTABILITY AND AUDIT Internal F
Page 13 and 14: Our Company Values, as listed below
Page 15 and 16: REMUNERATION POLICY SAB evaluates j
Page 17: Training Institute During the year,
Page 21 and 22: Healthcare facilities Occupational
Page 23 and 24: Small-drop deliveries play an impor
Page 25 and 26: esponse from the market. Beer South
Page 27 and 28: two years, it was being widely expo
Page 29 and 30: was dumped as waste or inefficientl
Page 31 and 32: KICK START The Kick Start programme
Page 33 and 34: Appletiser has run the Sunnyside Da
Page 35 and 36: patrons with problem-gambling tende
Page 37 and 38: All breweries have programmes to mi
Page 39 and 40: the highest South African standards
Page 41 and 42: Dreher has prioritised the establis
Page 43 and 44: The cash value added per employee a
Page 45 and 46: SOUTH AFRICAN BREWERIES plc C ORPOR
Page 47: South African Breweries plc REGISTR

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