Empowerment in the workplace
Our transformation journey is a key strategic initiative aimed at creating an organisation that is globally diverse and inclusive.
We see transformation as a continuous journey, integrated into all aspects of the business. It shapes our corporate culture to be more inviting and welcoming, capable of attracting and retaining diverse talent. It helps us build a high performance culture through effective leadership, communication and commitment to a common set of goals. It also safeguards our reputation as a responsible corporate citizen.
Diversity means Distell strives to be representative of all South Africans and everyone who represents its operations outside the borders of South Africa, irrespective of their origin, belief system, physical abilities, gender or class status in society. This requires that we continuously nurture a workplace that respects and includes differences, recognises the unique contributions that individuals with many types of differences can make, and maximises the potential of all employees. Progress on transformation is monitored by the social and ethics committee. Our transformation strategy consists of the following four pillars:
- Management and control
- Employment equity
- Skills development
- Preferential procurement
- Enterprise development
- Socio-economic development
- Promote equal opportunities and fair treatment
- Implement affirmative action measures
- Career and succession planning
- Career counselling
- Career management
- Competency model
- Employee Performance Management System (EPMS)
- Qualifications management
- Regional and global talent management review forums
- Adult Basic Education and Training (ABET)
- Mission Directed Work Teams (MDWT)
- Operational/technical training
- Skills development
- Workplace skills plan reporting
In order to achieve our transformation goals we focus on the commitments we made in our National Employment Equity Plan 2012 - 2017. These commitments include:
- Enhancing our diversity culture
- Appointing persons from designated groups and fast tracking diversity
- Promoting people from designated groups
- Pipelining - growing tomorrow's talent
- Defining retention strategies aimed at improving diversity in key talent areas
- Making reasonable accommodation for women and people with disabilities.
In practice our transformation journey starts with a corporate culture that recognises the value of diversity and a workforce capable of effectively implementing our integrated transformation plan. In 2012, we partnered with The Human Capital Engine, an organisation specialising in organisational transformation, and since then have conducted leadership transformation and diversity workshops across various business units. We continue to roll out these workshops across the business, aiming to reach all employees by 2017.
The dti has led the journey to transform South Africa's economic landscape through its broad-based black economic empowerment (B-BBEE) Codes of Good Practices (CoGP). Distell has monitored its progress against these codes throughout its development.
In October 2014 the dti gazetted the Revised Codes of Good Practice (RCoGP) and these were operationalised on 1 May 2015. Distell has been in the process of developing an integrated transformation strategy to align its business processes with the RCoGP since late 2014. This strategy has now been operationalized and is being monitored closely.
Distell's year-on-year progress and B-BBEE status levels are shown in the accompanying graphs and tables below based on the "old" CoGP.
|Management control||10||3,33||2,95||2, 95||-|
|Employment equity||15||1, 89||2,01||2,14||up|
|B-BBEE contributory status||80%||80%||100%||up|
In 2014 Distell regained its level 4 B-BBEE contributor status. The overall score based on the old CoGP increased to 68.14 points.