Sasol Limited Sustainability Report 2021 - Book - Page 14
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SUSTAINABILITY PERFORMANCE AGAINST OUR FOCUS AREAS: SAFE AND ENDURING OPERATIONS (CONTINUED)
Human Capital: Labour management (continued)
Focus Area
Purpose
Progress
Organisational
culture
transformation
Promote a
customer
centric, diverse
and inclusive
culture.
At Sasol, our Purpose, values and culture commitment is one of non-discrimination, and to foster diversity by ensuring that our workplaces globally are inclusive, fair, open, flexible and supportive.
We do not tolerate any form of prejudice or unfair discrimination. Sasol commits to:
• eliminating all forms of prejudice and discrimination at every level of the organisation including our stakeholders;
• growing an inclusive organisational culture supported by practices that promote human rights and dignity;
• taking an affirmative stance towards diversity, equity and inclusion in all Sasol policies and interventions;
• ensuring that all perceived violations are considered as serious transgressions and dealt with in a manner that is fair, expeditious and free of recrimination; and
• safeguarding our global policies, procedures, systems, and practices to eradicate all forms of discrimination and harassment. As such our remuneration policy also places emphasis on equal and non-discriminatory
reward practices.
During the year, we developed and launched our Purpose and refreshed values to continue on our culture transformation journey. A strategic enabler for a successful transformation to Future Sasol is a shift to a more
customer centric, caring and inclusive culture with leadership styles that enable agile ways of working, driving an owners’ mindset and creating a sense of belonging. To enable this, we developed a culture transformation
journey map and integrated it with our capability building map. The primary focus of Sasol’s culture transformation was on leadership mindsets and behaviours.
Sasol 2.0 transformation programme
• Throughout the workforce transition process, the principle of 'no regression' safeguarded the under-represented diversity groups, with a determination to drive our diversity and inclusion aspirations. As a result,
overall African, Indian and Coloured representation increased from 71,9% to 72,4% and global gender diversity improved from 24,0% to 24,5%. The most significant gender improvement was at Group Executive level,
up from 8,3% to 22,2% with overall female representation at leadership (Vice President level) and Group leadership (Senior Vice President level) improving from 24% to 26,2%.
In 2021, we also continued our focus on the following:
Driving employment equity and B-BBEE goals in South Africa and continuing our commitment to localisation in Mozambique by maintaining and protecting our diversity baselines during workforce transitioning.
Our diversity-10-point-plan which provides a set of qualitative measures designed to enable the achievement of our diversity objectives, including the recruitment, development and retention of candidates from underrepresented groups as well as measures to enhance gender equity in South Africa. In this regard, we are further enhancing our diversity and inclusion focus, by specifically redefining our global diversity and inclusion
approach, with more emphasis on inclusion.
Awareness and focused training efforts continue to ensure a safe working environment which is inclusive and free from bullying, victimisation and harassment.
Global gender and South African race diversity profile
Global representation, including management
South Africa (%)
75% Male
25% Female
Mozambique (%)
Eurasia (%)
86% Male
14% Female
Americas (%)
72% Male
28% Female
76% Male
24% Female
South Africa gender and race profile
Occupational level
Top management
Senior management
Male (M)
Female (F)
Foreign
nationals
M
F
Total
A
C
I
W
A
C
I
W
6
2
3
12
5
0
2
1
0
0
31
144
22
102
406
62
16
39
113
9
5
918
Middle management
857
108
246
1 122
600
74
196
595
42
13
3 853
Junior management
5 142
252
270
2 844
1 595
177
145
994
21
9
11 449
6 599
135
78
699
1 625
61
15
152
136
2
9 502
271
5
2
29
86
7
0
2
2
0
404
13 019
524
701
5 112
3 973
335
397
1 857
210
29
26 157
Semi-skilled
Unskilled
Total permanent employees
Non-permanent
Total including nonpermanent employees
83
11
7
14
44
4
4
5
0
0
172
13 102
535
708
5 126
4 017
339
401
1 862
210
29
26 329
A: African C: Coloured I: Indian W: White * Assured by Deloitte and Tholisiwe - refer to page 60
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Sasol Sustainability Report 2021