SPUR CORP. LIMITED INTEGRATED REPORT 2014

Strategy, risks and key performance indicators (“KPIs”)

Employment equity

MANAGEMENT REPRESENTATION (%)

Spur Corporation’s commitment to transformation includes a commitment to transforming the demographic profile of our workforce. This principle is enshrined in the group’s human resources policies, which align with employment equity legislation and aim to eliminate discrimination in the group and promote transformation and employment equity. The group established a workplace employment equity committee, which includes appropriately diverse representation from all race groups, to support this process.

Senior and junior management representation improved in 2014. However, identifying, developing and retaining employees with the required skills and industry experience for top management is an ongoing challenge. While the number of black middle managers increased from four in 2013 to nine in 2014, the overall increase in middle management diluted the increased number in percentage terms.

 

 

 

 


The employee composition in South Africa at 30 June was as follows:

  2014 2013
OCCUPATIONAL LEVEL MALE FEMALE TOTAL BLACK* WHITE MALE FEMALE TOTAL BLACK* WHITE
Top management 5 1 6 6 5 1 6 6
Senior management 15 5 20 4 16 24 4 28 4 24
Professionally qualified and experienced specialists and
mid-management
27 11 38 9 29 9 7 16 4 12
Skilled technical and academically qualified workers, junior management, supervisors, foremen and superintendents 65 52 117 63 54 58 56 114 53 61
Semi-skilled and discretionary
decision-making
58 94 152 103 49 42 56 98 83 15
Unskilled and defined
decision-making
5 25 30 29 1 11 6 17 17
Total permanent 175 188 363 208 155 149 130 279 161 118
Non-permanent 4 1 5 4 1
Total 179 189 368 212 156 149 130 279 161 118
* Black as defined by the dti CoGP relating to B-BBEE.