Sasol Sustainability Report 2023 - Book - Page 18
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 CONTINUED
People with disabilities inclusion
Inclusive culture and practices
" Through a campaign, which was intended to raise awareness and encourage voluntary declarations
of persons with disabilities in South Africa, we noted an increase in employee confidence to voluntarily
declare their disabilities. Furthermore, we appointed 120 new PwD learners to grow our 2022 baseline
of 205 to 313. Seventy five of the learners were absorbed through our strategic partner, Gauteng
City College.
" We share best practice and learning through our Global Diversity and Inclusion Leadership Network.
Employment equity (EE) and skills development
" Driving our EE and Broad-Based Black Economic Empowerment goals in South Africa and our
commitment to localisation in Mozambique remained critical. Our FY23 one-year EE plan in South
Africa continued to emphasise on improving the representation of AC males and females as well as
PwDs across all occupational levels, while maintaining equitable representation across all population
groups. We continued to hold ourselves accountable to our EE, localisation and diversity targets,
in part, by incorporating our targets into our short-term incentive scorecard.
" We continued to focus on development interventions and our career pre-investment pools such as
learnerships, apprenticeships and bursaries which are critical to secure and develop a pipeline of
future talent for Sasol.
Global gender representation including management
South Africa
(%)
" To strengthen our drive towards an inclusive culture, safe workplace and further embed our Values
of BE Accountable and BE Caring,our gender-based violence and femicide awareness drive challenged
violence against women and children.
" Our women networks, including 8Women in Operations9 and 8Women in Mining9, remained catalysts
in our work to deliver diversity, equity, inclusion and belonging. 204 women participated in our
mentorship circles.
" Measures remained in place to protect female employees from potential hazards in their work
environments during pregnancy and after the birth of a child while breastfeeding. These included
measures to eliminate risks for the period of pregnancy prior to maternity leave and for a period of up
to six months after childbirth.
Through or partnership with the Global UN Compact Network with the aim of improve inclusion and
targeted gender equality, we participated in the Gender Gap Analysis tool aimed at helping organisations
assess gender equality and inclusion across the workplace, marketplace and community. Sasol scored 91%
3 which puts us at the Leader category. Currently only 4% of companies in South Africa that participated
are considered 8Leaders9, this was also confirmed through the Heartbeat with the Value of inclusion being
rated highly favourable by more than 71% employees across all layers and regions.
South African gender and race profile as at 30 June 2023
Mozambique
(%)
74% Male
26% Female
Male (M)
78% Male
22% Female
Americas
(%)
Eurasia
(%)
Occupational level
A
C
I
W
A
C
I
W
M
F
Total
Top management
8
2
4
11
6
0
2
2
0
0
35
Senior management
170
26
104
375
97
17
45
108
8
5
955
Middle management
1 012
116
218
962
770
86
192
543
39
10
3 948
Junior management
5 349
254
247
2 521
1 827
183
146
884
18
9
11 438
Semi-skilled
6 714
144
66
599
1 737
63
23
133
97
1
9 577
143
22
5
31
120
14
1
5
0
0
341
13 396
564
644
4 499
4 557
363
409
1 675
162
25
26 294
150
10
8
20
151
19
5
6
0
0
369
13 546
574
652
4 519
4 708
382
414
1 681
162
25
26 663
Unskilled
Total permanent employees
75% Male
25% Female
73% Male
27% Female
Foreign
nationals
Female (F)
Non-permanent
Total including
non-permanent employees
A: African C: Coloured I: Indian W: White * Assured by Deloitte & Touche/Tholisiwe 3
SASOL SUSTAINABILITY REPORT 2023
17
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refer to page 63
