Toyota South Africa Sustainability Report 2008 - Automotiveonline ...

Sustainability Report_14-10-2008:Layout 1 10/15/08 3:10 PM Page 32
Toyota South Africa has a preferential procurement policy that encourages the
participation of historically disadvantaged South Africans in economically beneficial
activities.We encourage broad based black economic empowerment (BBBEE) entities to
participate in our supply chain; over 50% of the suppliers that participated in the
construction of Paint Line 3 were empowered. Irrespective of BBBEE status, all suppliers
must conform to our international standards for occupational health and safety, and to
our environmental management requirements.
Employee surveys are carried out each year. In the two years covered by this report,areas of
concern raised through these surveys include pay and benefits,policies and procedures and
interpersonal communications. These issues have in fact shown deterioration in the two
year period under review. In the manufacturing and services sections therefore, each
division has analysed their results and is putting together action plans to address the areas
of decline.Training and development were identified by employees as areas of strength.
Training
Toyota’s leadership position on training and developing our people is recognised within
the OEM’s. R300-million has been invested in training over the past five years. Toyota
South Africa has a human rights policy, the implementation of which ensures that we
live out our commitment to respect all stakeholders, including employees. In FY’06, 13%
of our employees trained on human rights issues. In FY’07, 20% of our employees
undertook this training.
Affording people the opportunity to improve themselves is important to our business,
and to defining our contribution to developing an harmonious society. We offer
numerous opportunities for training to employees, from basic induction, to university
bursaries. Some of our key internal training programmes are reflected alongside.
In FY’06, 260,210 hours were spent on training, with the following year showing a
decrease to 212,184 hours. On average, our shop-floor employees spend 70 hours a year
in training, with management spending 56 hours per year on training.
Life Skills Programmes are also offered, and these include Self Mastery, Stress
Management, Managing Employee Effectiveness, Supervisory Skills, and Leadership for
Hours spent on training FY’06 FY’07
Inductions 227,584* 36,192
Employment Equity 0 9,592
Sexual Harassment 16 3,136
SHE 29,418 98,672
AIDS Master Training – 588
* This included the massive contractor contingent involved in the construction of Paint Line 3.
Management and Shop Floor employees. Our skills development training focusses on
our Engineering Trainee Scheme, Learnership (Mechatronics), the Apprentice
programme, and Toyota-Specific Skills (Toyota Way, PPS/TBP, Green Areas, SHE ,Quality
Circles). Our study assistance scheme is available to all Toyota South Africa employees.
Our Tertiary Bursaries are managed through the Albert Wessels Trust Bursary Fund.This
training is focused on lifelong learning, as part of Toyota’s commitment to being a part
of a thriving and prosperous society.
FY’06
FY’07
Employees Assisted 56 43
Children Assisted 59 44
Renewals 120 141
The total number of bursaries granted, as well as the total value thereof has increased
over the past two years, as shown below.
FY’06
FY’07
Number of Total Value Number of Total Value
Bursaries
Bursaries
Prestige Scholarship 3 R75,000 4 R112,000
Top University Bursary 37 R646,000 46 R874,000
Normal University Bursary 90 R1,080,000 81 R1,053,000
Normal University of Technology 48 R480,000 54 R594,000
Total 148 R2.281-million 185 R2.633-million
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