Integrated Annual Report 2014

Human capital

Employment equity and transformation

Sibanye upholds the labour rights outlined in the Fundamental Rights Convention of the ILO, and our policies ensure employees are treated fairly irrespective of origin, race or gender, consistent with South African employment equity requirements. We are committed to transformation, and delivery on the commitments made in our social and labour plans and to ensure that our employment profile reflects all South Africans. Our objectives for 2013 and 2014 are aligned with the Mining Charter – to employ at least 40% historically disadvantaged South Africans across all management levels and to increase the percentage of women employed in core activities to at least 10%.

Increasing historically disadvantaged South African representation in middle and senior management as well as the increasing number of women in mining in core activities remains a challenge.

At the end of 2014, historically disadvantaged South Africans made up 44% (2013: 45.01%) of management and 66% in non-managerial positions (C Band and below in terms of the Paterson grading system). Women in core mining activities made up 4.8% (2013: 3.6%) of the total employee complement at the end of 2014.

We have established a task team to develop a strategy to increase numbers of women in mining and the issues they face, including successful integration of women underground as well as personal safety. These issues are also monitored by women in mining forums made up of female employees at each operation.

SCARCE SKILLS

The Group has implemented a strategy to attract and retain key employees, specifically those with scarce and critical skills, as identified by the MQA, including mining, engineering (mechanical and electrical), metallurgy extraction, chemical engineering, surveying and geology. Recruitment initiatives focus on increasing the number of employees from local communities, as of July 2014. We have also signed a memorandum of understanding with local government, community leaders and TEBA in this regard for Beatrix and Balfour. We are negotiating the same for Driefontein and Kloof.

We began the roll-out of the new recruitment model at Kloof and Driefontein in 2014. A total of 340 people were recruited from communities surrounding those operations in the last six months of 2014.

Historically disadvantaged South Africans in management as at 31 December 2014 (%) [chart]