Support Build Plan - Dimension Data

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audit committee report The Audit Committee presents a report on its activities during the period. The Audit Committee The members of the audit committee for the period under review were as follows: Rory Scott (Chairman) Gordon Waddell Robert Mansfield Derek Irish The audit committee is comprised of independent non-executives and Derek Irish who is a senior partner in an independent accounting practice. The Committee met four times during the period under review, once without management and auditors present. A table showing attendance at committee meetings is available on page 37. Of the committee members, three are qualified chartered accountants. Biographical details for all directors can be found on pages 12 to 15. The Board of Directors has approved written terms of reference for the Audit Committee, and a copy of the terms of reference are available on the Company’s website www.didata.com. The main duties and activities of the Committee in the period under review can be summarised as follows: Internal control The Committee has reviewed the effectiveness of the Group’s internal controls and procedures for identification, assessment and reporting of risks and has reported to the Board on the outcome of this review. 38 DIMENSION DATA Internal audit The Committee has appointed PricewaterhouseCoopers to undertake the internal audit function for the Group. The Committee confirms their programme of work, and reviews their reports. The head of the internal audit function has direct access to both the chairman of the Audit Committee and the Chairman of the Board. The Committee has met with the internal auditors twice during the period under review. External audit The Committee reviews performance of the auditors, and the level of audit service provided. In the period under review the Committee has reviewed the scope of the interim review and year end audit including the Group materiality level. Auditor independence is discussed and confirmed at each meeting. Within the terms of reference the Committee has agreed that all types and levels of nonaudit work must be approved by the Committee. Details of the split between audit and non-audit work can be found in Note 5 of the annual financial statements. The Committee considers that this policy, together with the other controls in place within the Group, are sufficient to ensure the objectivity and independence of the auditors. Non-audit work during the period has comprised tax compliance work, forensic work and a treasury review. The Committee has reviewed the auditors’ management letters and the responses by management, and has met with the external auditors three times during the period under review. Financial statements The Committee has reviewed the financial statements for the period, and has considered matters such as the consistency of accounting policies, decisions requiring a major element of judgement, compliance with accounting standards, the going concern assumption and the statement on internal control systems. Other matters A revised ethical code, whistleblowing policy, and procedures for whistleblowers will be reviewed by the Committee, recommended to the Board and implemented. This policy is intended to assist individuals who believe they have discovered serious malpractice or impropriety to take the appropriate action. A copy of the revised ethical code and whistleblowing policy will be made available on the Company’s website.
corporate social responsibility report Dimension Data recognises its responsibility toward its employees, society and the environment, and is committed to conducting its business and reporting according to the highest ethical standards. Dimension Data has evaluated the key risks related to Corporate Social Responsibility, and considers that the ability to attract and retain appropriately skilled and motivated staff is key to the Group’s success, and that a shortage of such talent would be a material risk to the business. The Group acknowledges that its efforts with its employees and local communities add to its sustainability as a Group, as well as to the sustainability of the communities within which it operates. Employees The Group remains committed to attracting, retaining, and developing the highest calibre of employees, to ensure a culture of high performance. During the year the Group continued the development of the ‘DD Way’, a global performancebased transformation programme which aligns the Group behind a common vision. A key element of the programme is to utilise best practice people management processes for a global organisation. The ‘DD Way’ will continue as the context through which the Group drives and accelerates the alignment of people and operations as well as the execution of change. During 2003 the communication infrastructure has been consolidated on a global basis, with all employees receiving consistent and focused communications. On-line information including policies and procedures and other employee-related information is now available to all employees. This is enhanced by the regular production of @Didata, an employee magazine. The Executive Chairman and regional CEOs regularly communicate with employees on matters of relevance to them, with staff and branch meetings being held regularly. The global, web-based employee selfservice system, internally known as the People Dimension System, has allowed for the consistent implementation of a formal performance management system across Dimension Data. The performance management process also includes a personal development plan to ensure that performance is effectively managed. Employees can earn bonuses based on performance, and many are also offered target-based options in the Share Option Scheme. Currently 5,080 employees hold options in the scheme. Group companies aim to maintain health and safety policies in accordance with best practice and adhere to the regulatory requirements of the regions in which they operate. Local labour standards are adhered to, with most employees working 40 hour weeks unless contractually agreed otherwise because of the nature of their employment. It is Group policy to adhere to local labour standards and globally accepted human rights practices. It is Group policy not to employ underage staff. Freedom of association is also Group policy on a global basis, with works councils existing in some countries where appropriate to local law and practice. Skills Development and Training The Group relies on highly skilled staff to enable us to deliver a superior standard of service to our customers. It has an ongoing commitment to provide high quality training for staff to ensure they have up-to-date product/solution knowledge and strong management and leadership competencies, as well as to provide training for continual career development. In 2003, US$410 per employee was spent throughout the Group on training. The People Dimension System has been used during 2003 to capture, track and report on skills across the globe. Having an on-line system allows the Group to report accurately on our skills and certifications, provide timely and accurate information on skills for tenders/bids, locate specific skills required for projects, and allows the identification of any skills gaps that need to be addressed with further training and/or certifications. The Executive Chairman has also initiated a Talent Management Strategy, which includes identifying key employees on a global basis, and fostering their talent for the benefit of the Group. During 2003 Dimension Data established a global corporate university, DDU, with the aim of accelerating the execution of our strategy through training and development of our staff. DDU will ensure that training and development initiatives remain focused on the strategic priorities of the Group. In line with this, four DDU Centres of Excellence were established namely: ANS, Sales, Services and Leadership and Management, under which all training and development initiatives fit. The Sales Centre of Excellence has focused on two main areas: the building of our sales management capability and the development of our customer-facing employees to enable us to sell our solutions/services more effectively. ANNUAL REPORT 2003 39
Page 1 and 2: annual report 2003
Page 3 and 4: Think straight. Talk straight. Exce
Page 5 and 6: We deliver value through a full lif
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Page 21 and 22: Asia $'000 FY2003 FY2002 Turnover 3
Page 23 and 24: Continental Europe $'000 FY2003 FY2
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