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MANAGEMENT
JOINT REPORT OF THE CHIEF EXECUTIVE AND CHIEF FINANCIAL OFFICER continued
Following the appointment of Zarina Bassa and Tumi Makgobo-Fiskerstrand as independent non-executive directors of the Sun International board, our
management control score has improved from the 2.6 achieved in the EmpowerDex survey to 4.9.
EMPLOYMENT EQUITY
Employment equity is part of our overall human capital strategy and key transformation imperatives. The Unit and Central Forum committees facilitate
consultation with employees on employment equity and skills development issues and links with governance structures at unit and group level.
The year under review saw a focus on embedding the management of employment equity at unit level through a continuous process of reviewing the
steps and interventions put in place to effectively ensure that our employment equity objectives are achieved. The alignment of employment equity with
skills development initiatives has effectively influenced the achievement of our employment equity objectives.
A key focus area was the review of all policies and procedures that could hinder or be a barrier to an environment that enables the achievement of
employment equity objectives. This process is aligned to initiatives in our Project Siyakha which impact on our goals and objectives.
Employment equity progress report (South Africa)
Over the past year the group has increased its black employee representation from 82.5% to 83.5% and its black female representation from 43.1%
to 43.7%. The designated employee representation figure inclusive of white females (who qualify as designated employees in terms of employment
equity) is 89.9% compared to 89.6% last year.
At a senior manager level, the group has made significant progress with 26 senior managers being black of whom 11 are black females. This is a
4.5 percentage point improvement in designated black employee representation.
At the Professionally qualified and experience specialist and Middle Management level, designated black employee representation has increased from
66.3% to 68.6% and at the semi-skilled and discretionary decision-making level, black employee representation has increased from 93.2% to 94.2%.
Occupational levels
Male Female Foreign nationals
A C I W A C I W Male Female Total
Top management 1 1 1 14 1 – – 1 2 – 21
Senior management 8 1 6 34 3 2 6 8 5 – 73
Professionally qualified and
experienced specialists and
middle-management 29 7 18 110 16 5 6 32 20 4 247
Skilled technical and academically
qualified workers, junior
management, supervisors,
foremen and superintendents 507 164 109 303 327 103 65 225 31 25 1 859
Semi-skilled and discretionary
decision making 1 338 281 99 94 1 802 360 114 154 18 10 4 270
Unskilled and defined
decision making 83 5 1 – 118 3 – – – – 210
Total permanent 1 966 459 234 555 2 267 473 191 420 76 39 6 680
Total non-permanent 54 24 4 20 49 16 9 20 2 6 204
Total 2010 2 020 483 238 575 2 316 489 200 440 78 45 6 884
Total 2009 2 022 470 233 594 2 319 488 177 493 83 44 6 923
Key: A = Africans, C = Coloureds, I = Indians, W = Whites.
8. TRANSFORMATION
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