Sibanye as an employer
- Signatory to UNGC
- 36,274 people employed
- 93% full-time employees and 7% contractors
Targets and objectives for 2013/2014
It is Sibanye’s objective to have motivated and competent employees in place to enable the achievement of its business and operational goals.
To achieve this, Sibanye’s focus is on:
- attraction, retention and development of its people;
- embedding the operating model throughout the company;
- promotion of diversity of the company; and
- implementation of the vaues of the company.
Sibanye is dependent on a healthy, skilled, trained and committed workforce, capable of completing tasks safely and productively. Efforts to develop and empower employees are ongoing, and form part of a drive to continuously improve the quality of life of those who sustain the Group’s business.
A strategic imperative is to protect the safety, health and wellbeing of employees. This takes precedence over production in every instance. See the Safety section.
Sibanye ensures that all security personnel is trained in the organisation’s human rights policies and procedures.
As people are the mainstay of Sibanye, it is essential that the Group invests in them to achieve growth and to ensure the sustainability of the business. The Sibanye Gold Academy provides human-capital development services to the Group. The skills and knowledge acquired by employees, through training or experience, increase their value not only to Sibanye but in the marketplace. By recognising their expertise, skills and talents, Sibanye can ensure the development of its people and run the business more efficiently and cost-effectively.
Sibanye’s operations are located adjacent to formal and informal communities. Training and development of community members who are not employees are also part of human-capital development (as this provides a source of prospective employees) but also form part of the Group’s role and obligations in respect of SED. See the Human resource development section.
Sibanye upholds the labour rights outlined in the Fundamental Rights Convention of the International Labour Organization, and its policies ensure employees are treated fairly irrespective of origin, race or gender, and are consistent with South African employment-equity requirements.
Sibanye is committed to fair and progressive employment practices; providing long-term employment opportunities with the scope for employees to grow and develop their potential.
The Group upholds the basic rights enshrined in the South African Constitution and ensures fair employment practices at all operations. As a signatory to the UNGC, Sibanye upholds the 10 UNGC principles in the areas of human rights, labour, the environment and anti-corruption. Sibanye joined the UNGC in September 2013. The Group will, therefore, submit its first Communication on Progress report by end of August 2014.
In this regard:
- all operations are assessed for risks related to human rights reviews and corruption;
- all operations are provided training and communication on anti-corruption policies and procedures;
- there have been no incidents of corruption at any of the operations; and
- no operations and suppliers have had incidents of child- or forced labour, and this is closely monitored.
In 2013, a total of 26 incidents of corruption were reported. These incidents involved bribes and job selling. In some instances, criminal charges were laid, together with disciplinary actions against employees. In all cases, Sibanye’s protocol with regard to these matters was followed.
Sibanye’s employment practices and policies are further governed by legislation and regulations that have evolved in South Africa’s labour-relations environment and transformation landscape. These include the Labour Relations Act, 1995 (Act No 66 of 1995); Mine Health and Safety Act, 1996 (Act No 29 of 1996); the Employment Equity Act, 1998 (Act No 55 of 1998); the Skills Development Act, 1998 (Act No 97 of 1998) and Skills Development Levies Act, 1999 (Act No 9 of 1999), the MPRDA, and collective-bargaining and recognition agreements with organised labour.
Benefits provided to full-time employees include membership of pension or provident funds; housing and LOAs; access to medical care; annual, sick and family responsibility leave; performance bonuses and share schemes; annual service increments; life and disability cover; study assistance; and maternity and paternity leave.
Sibanye provides employee training on its policies and procedures regarding aspects of human rights as part of the Group’s return-from-leave and new-engagement training process. A robust system is in place to deal with discrimination and human-rights breaches. See Sibanye’s Human Rights Policy.
Minimum notice periods in respect of operational changes are prescribed by legislation.
At the end of 2013, Sibanye employed 36,274 people (33,773 full-time permanent employees and 2,501 full-time contractors). This represents a decrease in total employees of 14% and a decrease in contractors of 37%.