Sasol Sustainability Report 2023 - Book - Page 17
INTRODUCTION
SUSTAINABILITY PERFORMANCE AGAINST OUR FOCUS AREAS
SAFE AND ENDURING OPERATIONS
DATA AND ASSURANCE
ANNEXURES
SAFE AND ENDURING OPERATIONS // Human Capital Management CONTINUED
PERFORMANCE
CULTURE TRANSFORMATION
To promote diversity, equity, inclusion and belonging
in the workplace, we focused on gender equity,
the inclusion of people with disabilities (PwD),
employment equity and skills development,
inclusive culture and practices:
Gender equity
" Our work on the empowerment of women
addressed barriers to gender equity and placed
emphasis on equitable representation, skills
and capability building and ensuring an inclusive
culture for women. Improving equitable gender
representation across all role categories, with an
emphasis on African and Coloured (AC) females in
South Africa.
Response by Gender
(%)
Overall employee engagement increased from 61%
in FY20 to 75% in FY22. Our Heartbeat 2022 survey
focused on the following themes:
72% Male
28% Female
" Employee Engagement
" Goal Clarity and Alignment
" Performance Enablement
" Living our Values
Response by Tenure Group
(%)
" Leadership Effectiveness
" Safety Behaviour
7%
17%
20%
20%
15%
21%
" Diversity, Equity and Inclusion
" Company Reputation
" Team Effectiveness
" Through our talent management processes, we
increased the number of AC females in succession
pools for senior leadership and critical roles and
drove focused leadership programmes.
The health and diversity of our pre-investment
pools remained critical to ensuring the
sustainability of our talent pipelines. Our Graduate
Development Programme comprised of 44%
females. Bursars comprised of 54% females while
our Learnerships comprised of 42% females.
" Growth and Recognition
In FY23, we worked to enable a diverse and
high-performing workforce that experiences equity,
inclusion and a sense of belonging and embraces
innovation and collaboration.
Heartbeat Survery Response Rate
(%)
At the centre of our cultural transformation
in Southern Africa were the 8leadership commitment
journeys9. These focused on fostering a safe and
caring workplace in support of Zero Harm as well as
founders9 mentality to inculcate customer centricity
and owner9s mindset, strengthening our employee
experience and realising our People Promise.
Response by Country
(%)
86% South Africa
5% Germany
4% United States
2% Italy
2% Other (15 countries)*
1% Mozambique
100
25%
80
We created an engaged, enabled and energised
workforce and empowered our leadership to improve
employee engagement and enablement. Through our
refined listening approach and employee
engagements, which includes tools such as change
risk assessments, pulse engagements and our
Heartbeat survey as well as Townhall meetings.
We also identified key themes from our FY22
Heartbeat survey and integrated them with culture
journey plans across our business.
60
*
40
Less than 1 year
1 – 4 years
5 – 9 years
10 – 14 years
15 – 19 years
20+ years
China, United Kingdom, Slovakia, Singapore, United Arab Emirates, Netherlands,
Belgium, India, Mexico, Qatar, Japan, Brazil, France, Hong Kong and Spain
75%
Response by Age Group
(%)
20
0
Response
No Response
SASOL SUSTAINABILITY REPORT 2023
2%
26%
38%
24%
10%
16
Under 26 years old
26 – 35 years old
26 – 45 years old
46 – 55 years old
56 – 65 years old
