2022 Sasol Sustainability Report - Book - Page 13
SUSTAINABILITY PERFORMANCE AGAINST OUR FOCUS AREAS
INTRODUCTION
DATA AND ASSURANCE
SAFE AND ENDURING OPERATIONS (CONTINUED)
Human Capital: Labour management
Fundamental to creating value is attracting, developing and retaining high-performing
people and these are recognised as part of our material matters. We are committed
to offering a compelling employee value proposition (EmVP), fostering positive
relationships with our employees, developing our leadership capability, promoting
a diverse and inclusive culture and developing talent and critical skills.
• During the COVID-19 pandemic, we enabled about 95% of our non-operational
corporate centre employees to work remotely, supporting their safety and wellbeing.
• The number of employees represented by trade unions in South Africa is 63%.
OUR PROMISE TO EMPLOYEES
Providing a unique employee experience
and a compelling EmVP to a diverse workforce
in a safe and inclusive workplace.
To ensure that our employees are aligned
and committed to Sasol’s Business Strategy,
we continued driving our employee promise
by delivering:
• A safe and caring workplace centred on
employee wellbeing.
• Meaningful work, opportunities for learning and
development and robust talent management.
• Diverse workforce, an inclusive corporate culture
with inspiring leaders.
• Market-competitive compensation and benefits.
WHAT WE ARE DOING
Delivering on the Sasol People Promise
As we continue innovating for a better world, our Sasol People Promise aims to provide a unique employee experience and a compelling EmVP to a diverse
workforce through our Sasol values. Given the impact of the pandemic, natural disasters and other socio-economic factors on our employee wellbeing,
we continued to demonstrate care and strengthened our EmVP with specific focus on:
Southern Africa
Americas and Eurasia
• Strengthening our employee wellbeing offering through a highly rated digitallyenabled employee assistance programme (EAP). The EAP is designed to help our
employees and their families deal with everyday situations and personal challenges
impacting their emotional, financial, physical or legal wellbeing.
• Continuing to focus on and support our workforce’s wellbeing
during times of change, transformation and external uncertainty,
consistent with our value of “Be Caring”. We engaged and supported
through employee barometers on health and workplace atmosphere
and by reinforcing and encouraging utilisation of EAPs and Family
Services across our regional operating segments.
• Re-introducing face-to-face financial wellbeing counselling in South Africa which
contributed towards a decrease in salary garnishee orders and thus positively impacted
our employee wellbeing.
• Reviewing the remuneration and benefits and aligning salaries in line with external
benchmarks and internal equity.
• Introducing a highly competitive medical gap cover product for our employees.
• Implementing Return-to-Workplace and Flexi-Workplace protocols, ensuring appropriate
policies are in place to meet workplace requirements and accommodating employee needs
where feasible. Employees working extensive hours from a remote workplace, were offered
assistance in setting up remote offices.
• Continued implementation of the Ntsika entrepreneur development programme to assist
South Africa-based employees impacted by the Sasol 2.0 transformation programme to
establish start-up businesses.
In 2022, Sasol was certified a ‘Top Employer’
for the seventh consecutive year in South Africa.
The ranking is awarded to the most outstanding
employers who demonstrate people practices such as
rewards and benefits, performance management, talent
development and recruitment, to mention only a few.
• Undertaking an extensive COVID-19 vaccination programme to enable our employees to
receive vaccines within our occupational health centres. As an alternative, we granted paid
time-off to employees who elected to be vaccinated at non-Sasol sites.
• Implementing a Special Care Package to assist employees impacted by the floods in
KwaZulu-Natal (KZN), South Africa. This package applied to employees who were breadwinners
as well as caregivers to affected KZN-based families, irrespective of the provinces where such
employees reside or work. The Special Care Package offering included salary advance, special
additional leave and leave encashment.
SASOL SUSTAINABILITY REPORT 2022
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• Developing and embedding a modern and future-oriented hybrid
and flexible working model. This model provided both employees
and Sasol a higher degree of flexibility and attractiveness.
These options further our environmental sustainability ambitions
by enabling reduced commuting traffic and social sustainability
by improving work-life balance. To complement these new ways
of working and the ways in which our employees consume
information, we enhanced our modes digitally to include an
“In Focus” executive conversation series which employees
could view on demand.
• Fostering inclusion and belonging in the workplace through
compelling coaching and mentorship opportunities. Consistent
with our approach to adapt to new, hybrid, and virtual ways of
work, we offered traditional mentorship opportunities as well as
coaching through new, on-demand, digital platforms.
• Strengthening employees’ personal development through
educational support, including a scholarship programme for
trainees in Germany and educational expense reimbursement
in the United States.