Employment Equity
The Group continues to remain compliant with the Employment Equity Act No. 55 of 1998 which requires the submission of an Annual Report and Plan to the Department of Labour, consultation and communication with all employees, and regular Policy, Procedure and Practice Audits which ensure that no barriers to Employment Equity exist.
The Department of Labour’s Inspectorate conduct regular inspections at store level, which have confirmed compliance.
At the Corporate level, the Group was subjected to a Director General, Department of Labour Employment Equity Audit. The Audit consisted of a detailed analysis by the Director General and his staff of all Employment Equity Reports and Plans submitted since 2000, together with the HIV/AIDS Policy of the Group, and Minutes of all Employment Equity Forum meetings. An action plan arising from their findings has been implemented.
A few of the key strategic focus areas are:
Recruitment
The Group continues to strive to improve sourcing and recruitment techniques in order to attract top talent, and more specifically top Black African talent. This is one of the reasons why the Group as reactivated its corporate membership of the Black Management Forum.
The annual Graduate Recruitment campaign continues to be a key focus and of the 35 trainees who started in January 2009, 80% were from previously Disadvantaged groups.
Talent Development
The shortage of specialist retail skills has necessitated the Group taking an aggressive stance to managing its talent pipeline and the development of its talent.
A number of programmes were launched during the year with special focus on these issues. The most notable being the Retail Management Development programme which specifically targets the development of Black junior management talent who have displayed potential.
The Developing Manager programme is designed to fill the future Store Manager needs as well as unearthing talent at store level.
The Field Manager Academy was launched to up skill Area Managers.
The Merchant Skills Development focus is on Buyers and Merchandise Planners with the intention of broadening their skills and preparing them for middle and senior management positions.
The Wholesale & Retail SETA funded 15 South Africans on the International Development Leadership programme and one of our employees, Markham Regional Manager Zandile Ngebulana was successful in being selected.
These initiatives are designed to ensure the talent pipeline is well served.
Consultation & Communication
The Employment Equity Consultative Forums, which double up as the Skills Forums, have met regularly on a quarterly basis. Their role is to assist Management in identifying barriers and developing solutions to overcome these, as well as active participation in the formulation of the Employment Equity Plans at both departmental and Group levels.
Physically Disabled
This remains an ongoing challenge and during the year numerous Agencies and NGOs have been consulted in order to gain access to potential employees from this Sector.