Sustainable development 2014
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AT A GLANCE OUR APPROACH TO CREATING VALUE OUR GOVERNANCE AND MANAGEMENT APPROACH
SAFE AND EFFECTIVE PEOPLE WHO RESPECT AND CARE SOCIAL CAPITAL AND LICENCE TO OPERATE CONSERVING NATURAL RESOURCES AND MITIGATING IMPACTS
APPENDIX CONTACT DETAILS AND ADMINISTRATION OTHER LINKS Report selector
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SAFE AND EFFECTIVE PEOPLE WHO RESPECT AND CARE
Promoting diversity and transformation

At Zimplats, this year 17% of all surface engagements were women, surpassing our target of 10%

Our overall women representation remained at 10%
Women in management maintained at 19%

The tables below summarise the indigenous people representation at our Zimbabwean operations. engagements were women, surpassing our

Indigenous People Representation Zimbabwe Operation  

Mimosa  

  Grade   % Indigenous  
People   		 Number In-  
service  		 Number of  
Indigenous  
Employees  
  F – Top management   100   2   2  
  E – Senior management   100   6   6  
  D – Professionally qualified and experienced specialists and mid-management    100   35   35  
  C – Skilled technical and academically qualified junior management   100   123   123  
  B – Semi-skilled and discretionary decision making   100   345   345  
  A – Unskilled and defined decision making    100   264   264  
  Total   100   775   775  

Zimplats  

  Level   % Indigenous  
People   		 Number In-  
service  		 Number of  
Indigenous  
Employees  
  F – Top management   100   4   4  
  E – Senior management   95   19   18  
  D – Professionally qualified and experienced specialists and mid-management    99   239   237  
  C – Skilled technical and academically qualified junior management   100   805   805  
  B – Semi-skilled and discretionary decision making   100   1 552   1 552  
  A – Unskilled and defined decision making    100   649   649  
  Total   99   3 268   3 265  

Our focus on diversity for 2015 and beyond

To achieve our employment equity goals, our employment equity strategy focuses on the following issues:

  • Retaining key talent as far as possible, aiming for turnover of less than 7.5% per annum
  • Aiming to meet our legislative HDSA targets as per the mining charter
  • Aiming for the following representations of women: 10% women in mining and advancing women in supervisory and management positions
  • Maintain 50% HDSA representation on Exco
  • Inculcating a corporate culture and value system to advance transformation, supporting the culture transformation strategy for the South African mining industry.