WoolWorths holdings limited 2013 good BUsiness JoUrneY report

More documents

Recommendations

Info

social EMPLOYMENT EQUITY (EE) In 2012/13 there continued to be a focus on integrating EE and skills development in order to deliberately build and progress an EE talent pipeline through the business in line with our strategy. Following the completion of the 3-year income differential strategy to address income differentials based on race and gender, work is underway to embed a sustainable income differential governance framework. Woolworths strives to provide equal employment opportunity, development and support for our employees with disabilities to ensure that their work environment is comfortable and one they can thrive in. The percentage of disabled people employed in the wholesale and retail sector remains low despite it being a low-risk environment. Nationally, there is a strong drive to increase the recruitment and development of people with disabilities within organisations. Our strategic approach to people with disabilities is aligned with the Woolworths People and Transformation strategies and the National Skills Development strategy and has been enabled by an integrated, holistic implementation approach to sourcing and developing people with disabilities and sensitising the environment. The implementation of this strategy is being done in partnership with the Wholesale and Retail SETA and external providers. The total number of people with disabilities constitutes 1.79% of our employees. The Department of Trade and Industry (DTI) has set a BBBEE target for black people with disabilities of 3% of the company workforce. Significant progress has been made in 2013 and currently black employees with disabilities constitute 1.64% of our workforce, which places us over the minimum threshold of 1.2% of the workforce. Employment equity profile 2013 A C I W FN Total Top management 2 2 0 4 3 11 Senior management 9 17 22 69 17 134 Middle management 254 443 144 613 44 1 498 Junior management 1 107 992 226 400 23 2 748 Semi-skilled 11 509 3 762 568 268 23 16 130 Unskilled 2 159 740 76 40 2 3 017 TOTAL – PERMANENT 15 040 5 956 1 036 1 394 112 23 538 Temporary employees 23 14 3 7 0 47 TOTAL 15 063 5 970 1 039 1 401 112 23 585 Male 5 010 2 097 384 593 56 8 140 Female 10 053 3 873 655 808 56 15 445 2013 GOOD BUSINESS JOURNEY / WHL 51
Social EMPLOYMENT BRAND Building our employment brand linked to our employment value proposition continues to be a strategic focus. A key initiative in this regard has been the implementation of an integrated Career Path Framework in our stores. This provides employees with a clear understanding of the different levels of work, the associated remuneration and career progression plan, supported by the necessary development programmes. Union membership continues to drop, with voluntary withdrawal being the major reason for a drop in membership. It is anticipated that proposed Labour Law amendments coupled with a difficult period in South African labour relations will provide for a more complex labour environment going forward, and the employment brand, employment value proposition and engagement will continue to be critical strategic focus areas. REMUNERATION Woolworths’ remuneration is managed within the principles applied in the integrated remuneration policy, namely: • The remuneration framework supports the delivery of the company strategy. • Guaranteed pay (TCoE) is benchmarked against major South African retail and non- retail companies to ensure competitiveness. • Market conditions, company performance, internal comparability, individual responsibility, performance and behaviour are all taken into consideration. • A balance is created between short- and long-term incentive schemes. All employees have the opportunity to participate in a short term incentive scheme linked to business and individual performance. • Annual review of salaries takes into account both financial and non-financial individual performance against agreed goals, individual behaviour against company values and market competitiveness. number of injuries on duty Period July 2012 to June 2013 682 July 2011 to June 2012 778 July 2010 to June 2011 563 July 2009 to June 2010 693 July 2008 to June 2009 551 July 2007 to June 2008 511 July 2006 to June 2007 751 July 2005 to June 2006 637 Please refer to the “Our People” section in our 2013 Integrated Report Please refer to the “Remuneration” section in our 2013 Integrated Report WHL 52 / 2013 GOOD BUSINESS JOURNEY
Page 1 and 2: Woolworths Holdings Limited 2013 GO
Page 4 and 5: CONTENTS 4 Setting out 6 10 10 10 1
Page 7 and 8: setting out KEY SUSTAINABILITY INDI
Page 9 and 10: setting out How we’re rated Woolw
Page 11 and 12: setting out ABOUT US Woolworths Hol
Page 13 and 14: setting out CEO/Chairman’s Statem
Page 15 and 16: SETTING OUT MANAGING SUSTAINABILITY
Page 17 and 18: SETTInG out GOVERNANCE OF SUSTAINAB
Page 19 and 20: SETTING OUT CONTRIBUTION TO THE SOU
Page 21 and 22: SETTInG out STAKEHOLDER ENGAGEMENT
Page 23 and 24: SETTInG out STAKEHOLDER WHY WE ENGA
Page 25 and 26: SETTInG out STAKEHOLDER WHY WE ENGA
Page 27 and 28: SETTInG out CASE STUDY: WOOLWORTHS
Page 29 and 30: SETTInG out GROWING OUR EMPLOYEE UN
Page 31 and 32: CASE STUDY: WOOLWORTHS AND WWF-SA
Page 33 and 34: transformation and corporate social
Page 35 and 36: Transformation and corporate social
Page 41 and 42: CASE STUDY: CHILD SAFETY Every year
Page 45 and 46: CASE STUDY: WOOLWORTHS MAKING THE D
Page 47 and 48: social 49 Our People 54 Our Custome
Page 49 and 50: Social social Entrench a culture wh
Page 51: Social formal and informal developm
Page 55 and 56: Social Our customers OUR GOOD FOOD
Page 57 and 58: Social CASE STUDY - Food safety and
Page 59 and 60: Social our SUPPLIERs Woolworths wor
Page 61 and 62: We remain dedicated to selling prod
Page 63 and 64: ENVIRONMENT Our key initiatives und
Page 65 and 66: Environment SUSTAINABLE AGRICULTURE
Page 67 and 68: Environment CASE STUDY: GREENPAK Gr
Page 70 and 71: Environment FISHING FOR THE FUTURE
Page 73 and 74: Environment CASE STUDY: UTZ CERTIFI
Page 75 and 76: Environment WATER South Africa is a
Page 77 and 78: Environment WASTE By using recycled
Page 79 and 80: Environment STORE OPERATIONS Woolwo
Page 81: climate change and energy 84 Carbon
Page 84 and 85: Commitment and progress Commitment
Page 86 and 87: climate change and energy engines,
Page 88 and 89: climate change and energy GREEN BUI
Page 90 and 91: Comparatvie information Scope Sourc
Page 92 and 93: Woolworths, Winter 2013
Page 94 and 95: the broader whl group Africa GDP gr
Page 96 and 97: the broader whl group COUNTRY ROAD
Page 98 and 99: the broader whl group Saving Water
Page 100: Summary of Work Performed Set out b

WoolWorths holdings limited 2013 good BUsiness JoUrneY report

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?