Employment equity and transformation


Total number of incidents of discrimination and corrective actions taken.
Composition of governance bodies and breakdown of employees per employee category according to gender, age group, minority group membership and other indicators of diversity.

Key features

  • Historically disadvantaged South Africans made up 45% of management
  • Women made up 3.6% of all employees in core mining positions

Targets and objectives for 2013/2014

Sibanye is committed to transformation, to deliver on the commitments made in SLPs and to ensure that its employment profile reflects all South Africans. The Group’s objectives for 2013 and 2014 are aligned with the Mining Charter – to employ at least 40% HDSAs across all management levels and to increase the percentage of women employed in core activities to at least 10%. The increase in HDSA representation in middle and senior management as well as the increase of women in mining (WIM) in core activities will be demanding to achieve. Sibanye will implement strategies which will contribute to the successful transformation of the Group.

Employment-equity legislation in South Africa is aimed at redressing the imbalances of the past by promoting equal opportunity, eliminating discrimination and implementing affirmative-action measures.

The attraction and retention of HDSAs and women in management continues to be a significant challenge for the mining sector. Incentive schemes have been implemented across the mining sector to address this issue.

Sibanye’s employment-equity programme complies with applicable legislative requirements, specifically the Mining Charter and the Employment Equity Act.

The Group submits its employment-equity plans and progress made against its targets to the DoL every year.

A programme aimed at increasing HDSA representation in management and WIM is employee development aligned with pipeline requirements for HDSA representation.

At the end of 2013, HDSAs made up 45.01% of management (2012: 44%). Women in core mining activities made up 3.6% of the total employee complement at the end of 2013 (2012: 3.2%).

Sibanye’s Sexual Harassment Policy strictly prohibits any form of sexual harassment, and grievance procedures are well-established and serve to facilitate the lodging of complaints.

One case of sexual harassment was reported at the Driefontein Operation during the year, which was investigated and concluded.

HDSAs by management category (%)
  2011 2012 2013
Junior management 46 47 47
Middle management 32 33 32
Senior management 29 27 30
Top management 56