Detailed Report - Nedbank Group Limited

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3.EmploymentEquityRemunerationpractises–aspertherequirementsoftheEEActDuring2009,theDeptofLabour(DOL)conductedaninformalreviewofNedbank’sEmploymentEquityReportonincomedifferentials.Followingthereview,thebankembarkedonanexercise,followingannualsalaryincreases,toensurethattherearenodiscriminatorypaydisparitiesinthevariousoccupationallevelsandjobfamilies,aswellasrace and gender disparities. During midJuly 2011, the DoL also requested information from Nedbank that woulddemonstratethatthebankwasalignedtotheprincipleof“equalpayforworkofequalvalue”.Theinformationhasbeen shared with the Department and the bank will receive feedback on the findings of the department in midFebruary.Thissameanalysishasbeensharedwiththebank’stopmanagementtoensurethatwhereinstancesofdisparities exist, with no clear justification, these are rectified. Nedbank is committed to building Africa’s mostadmired bank, by our staff, clients, shareholders, regulators and communities, and therefore complied with allrequests from the DoL to minimise any risk of noncompliance. In addition, the bank’s total remuneration andreward philosophy is aimed at attracting and retaining motivated, high calibre people as well as contributing tomakingNedbankagreatplacetowork.EmployeedevelopmentOneofthepillarsofourtransformationeffortsisthedevelopmentofEmploymentEquityforummemberstoensurethattheyareproperlycapacitatedtofulfiltheirrolesasemployeerepresentativesonEEmatters.Capacitybuildingworkshopsareconductedonaquarterlybasisforthispurposeandadhocsessionsarealsoconductedonrequestfromvariousareasnationally.During2011,15suchsessionswereheldand269peopleweretrained.SessionswerealsoheldwithlineHRmanagerstocreateawarenessandsensitisethemtomattersaffectingpeoplewithdisabilities.Foursessionswereheld,attendedby55HRmanagers.ThesessionsarepartofthebiggerPWDstrategytoensurethatouremployeeswithdisabilitiesarereasonablyaccommodatedandthatNedbankisagreatplacetoworkforthemaswell.Disabilitytrainingworkshopswerealsoprovidedbytheemployeewellbeingserviceprovider,ICAS.Thetrainingwasaimedatcreatingawarenessandprovidingemployeeswiththenecessaryknowledgeandtoolstoengageconstructivelywhendealingwithdisabilitycases.Throughthistraining,employeesalsogainedindepthknowledgeontheavailablelegalinstrumentsthatguidedisabilityprogrammesintheworkplace.TheNedbankEmployeeWellbeingProgrammealsooffersemployeestheopportunityto‘AskaDisabilityExpert’aboutspecificPWDissues,andpresentcasebycasereferralsfortheverificationofdisabilitiesandtherelevantinformationonreasonableaccommodation.Duringtheyear,Nedbankalsoconducted20sexualharassmentawarenesssessionsaimedatallstaff.ThepurposeofthesesessionswastomakestaffawareoftheexistingNedbanksexualharassmentpolicyandescalationprocedure.Thesessionswereconductedinpartnershipwithouremployeewellbeingserviceprovider(ICAS),whoisalsoequippedtodealwiththepsychologicalimpactofsexualharassmentonaffectedemployees.TransformationdialoguesDuringthecourseoftheyear,Nedbankconductedvarioustransformationdialoguesessions.Aseriesoftalksbyinvitedguestspeakersandpanelsaddressedcurrenttransformationtopics.Theseincludedsessionsby:NedbankGroupTransformationReport2011–FinalDraft.13
StatsSA,inresponsetoaprevioustalkbyanAdcorpLabourAnalyst,onthestateofunemploymentinSouthAfrica,andANationalPlanningCommissionpresentationbyoneoftheircommissioners,onthefirstdiagnosticreportreleasedbythecommissionearlierintheyear.OthertransformationdialoguestooktheformofoneononesessionswithpreselectedBoardmembers,allGroupEXCOmembersaswellasfocusgroupscomprisinga representativesampleofseniormanagers.The dialoguesallowedparticipantstogainanunderstandingofthelatestopinionsofdecisionmakersaboutthestateoftransformationatNedbank,andwillinformtheformulationofpositionstatementsontransformationforthenextthreeyears.ThedialogueswerealsonecessarytoprovideinputintothesecondthreeyearEEPlanfortheperiod20112013tosetanupdatedtransformationtone.Furthermore,followingtheappointmentofanewCEin2010,itwasnecessarytorevisitthetransformationjourneywiththenewGroupExcoteam,thusensuringrelevanceandalignmenttothelatestgroupstrategy,aswellasrenewedcommitmentfromthecurrentleadership.DiversityInitiatives–PeoplewithDisabilities(PWD)andWomenPeoplewithDisabilitiesIn2011Nedbank’scommitmenttobeingagreatplacetoworkforemployeeswithdisabilitieswasreinforcedfurther.InterventionsandplansinsupportofthiscommitmentincludedtheNedbankPWDCommunicationsplan,whichwaslaunchedinthefirstquarterof2011andiscloselyalignedtothenationalandinternationalcalendarofeventsforpeoplewithdisabilities(PWD’s).IntherunuptotheInternationalDayforPersonswithDisabilities2011,Nedbankincreaseditseffortsincreatingawarenessofdisabilitiesaswellasprovidingsupporttomanagers.Inordertobringthecommunicationsaliveforemployees,someemployeeswhohaddeclaredtheirdisabilitystatuswasusedasthefaceofthecampaigntoenhanceitscredibility.Thesloganfortheinitiativewas‘Mydisabilityhaslittletodowithmyability’.Thecampaignwasaimedatraisingawarenessamongallemployeesastothedifferenttypesofdisabilitiesandthechallengesfacingthosewithsuchdisabilities.ItalsoencouragedemployeestodeclaretheirdisabilitystatusinordertoensurethatNedbankGroupisbestabletoaccommodateitsemployeeswhohavedisabilities.WeencouragestafftodeclarebecauseweneedtoensurethatNedbankiswellequippedtoprovidereasonableaccommodationasbeingarequirementoftheEEActaswell(tocreateaninclusiveculturewhichcatersforallstaff).ThepercentageofdeclaredNedbankemployeeswithdisabilitieshasincreasedfrom0.21%(in2006)to2.76%attheendof2011,andmuchofthisincreasebetween2010and2011canbedirectlyattributedtothe2011awarenesscampaign.NedbankGroupTransformationReport2011–FinalDraft.14
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