Transformation

Equitable ownership

Distell’s B-BBEE deal

As early as 2005, Distell was among the first of the listed companies to include employees in its B-BBEE share deal through the Employee Share Ownership Programme. Every employee with more than one year’s service is a beneficiary in a trust that holds units on behalf of the employees until the share deal matures. The B-BBEE deal has subsequently been restructured and matured in February 2014.

It was a proud moment for all at Distell when the company’s black economic empowerment (BEE) deal - signed in 2005 - paid out in excess of R600-million after tax in March 2014 to about 4 000 employees as part of the company’s employee share ownership plan (ESOP), culminating in an important milestone on the JSE-listed wine and spirits producers’ transformation journey.

Employment equity

To fast-track our transformation process, we focus on appointing people from designated groups1 and providing talented individuals with targeted coaching and mentoring.

Talent management

Talent management plays an integral part in the transformation of Distell. Recruiting the right talent, developing leadership pipelines and establishing succession plans for key roles will ensure that, over time, our workforce is not only representative of a diverse South African community, but also effective in crafting leading liquor brands worldwide.

Skills development

We invest in various training programmes, including internships, learnerships, skills programmes, apprenticeships and adult education. Our strategy focuses on retaining black technical staff through competitive salaries and benefits, while developing skills internally to provide a talent pipeline of competent black staff ready for management.

1 African, coloured and Indian males and females as well as white females and employees with disabilities