Sasol Limited Sustainability Report 2021 - Book - Page 16
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SUSTAINABILITY PERFORMANCE AGAINST OUR FOCUS AREAS: SAFE AND ENDURING OPERATIONS (CONTINUED)
Occupational health and wellbeing (continued)
Delivering a fit-for-purpose wellbeing solution
to all our employees
Employee wellbeing at Sasol continues to be one of key
enablers of a stable employment environment and a productive
and engaged labour force across all our operations. In 2019, our
Employee Wellbeing programme was refined to shift our focus
from reactive disease and health management, to proactive
care aimed at identifying and addressing other social and
environmental factors that may have a direct impact on overall
labour stability, employee wellbeing and productivity. This shift
has been well received by employees with a notable uptake on
various implemented wellbeing programmes.
Our approach to wellbeing encourages employee-centric
support where we attempt to assist colleagues at first contact.
We continuously ensure that managers are better capacitated
with skills to identify and appropriately manage wellbeing
issues in the workplace. The aim is early identification, referral
and management of employee wellbeing concerns. The
implementation of the programmes listed alongside is aimed
at delivering the following service improvements: improved
employee and line manager wellbeing support, improvement
in service response times, expansion of services, realisation
of economies of scale and scope, increased utilisation of
wellbeing services, improvement in employee engagement
and retention and a reduction in absenteeism.
With the Sasol 2.0 transformation programme, we focused
on providing employees with career transition support.
This entailed supporting employees with training such
as CV writing, interview preparation, resilience, coping
strategies during times of change and LinkedIn profile
training and support.
With the COVID-19 pandemic, we are providing specific support
to address not only the associated mental health challenges
that come but also those related to working from home.
We specifically support line managers and employees with
managing and being part of virtual work teams.
Focus area
Physical
wellbeing
Psycho-social
wellbeing
Purpose
Progress
Enable employees to prevent and
manage non-occupationally induced
illnesses and lifestyle diseases for
optimal health.
Sasol employees and service providers are regularly screened for lifestyle diseases including hypertension, cholesterol
and diabetes. Employees who are diagnosed with more than one of these chronic diseases are enrolled on the high-risk
beneficiary programme to mitigate any associated risks.
Due to the COVID-19 pandemic restrictions, on-site physical wellbeing screening services were put on hold. However,
employees continued to receive support through education, communication and awareness campaigns and one-on-one
support where the COVID-19 regulations permitted.
Enable employees to manage life
stressors, work productively and
maintain healthy relationships
and interactions with others.
We continued to roll out psycho-social interventions across our operations. 16 752 employees enrolled in psycho-social
wellbeing programmes in 2021 compared to 12 992 in 2020. Issues addressed in these interventions include:
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career transition support;
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relationship issues;
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stress-related matters;
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organisational issues; and
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personal development and money management.
Enable employees to manage day-today finances, financial emergencies
and pursue important life goals.
Sasol’s key goal is to identify and actively manage high indebtedness and reduce the impact of financial issues on employee
wellbeing and work performance.
In 2021, at least 49 employees attended financial literacy training and 636 employees accessed financial wellbeing services.
Employees accessing financial wellbeing services realised R16,54 million in installment savings and R5,3 million in interest
savings from personal debt. A 30% decrease in average debt to income ratio for employees was recorded.
Our ongoing effort to reduce employee debt is evidenced by a decrease in the number of employee garnishee orders in
South Africa.
Partner and collaborate with the
SHE Function to enable HSI training
rollout.
We reviewed our HSI and SHE related programmes in order to embed the culture of humanising safety.
Our SHE Academy was refocused to enable a step change in SHE learning delivery to shape a positive safety climate.
Financial
wellbeing
Safety culture
enablement
We continued to facilitate confidential analysis of medical aid engagements for trends to inform accurate wellbeing interventions. As part of our holistic approach to employee wellbeing, we offer
short-term counselling sessions through our Employee Assistance Programme to assist employees on managing life stressors, work productively and maintain healthy relationships and interactions
with others.
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Sasol Sustainability Report 2021