Diversity and inclusion

Recognising that our people are critical to achieving our business strategy, we focus on developing engaged, high-performing leaders and teams.

In 2019, we used feedback from our people and leaders to re-define a people plan that re-humanises the way we attract, engage and retain top talent.

We are therefore committed to ensuring that our people solutions enable us to create great everyday employee experiences that drive engagement and enable us to become a Top Employer whose people delight customers and inspire a World of Difference.

Diversity and inclusion

Transformation in the workplace and equal employment opportunities are important for Barloworld and remain a key focus area. To create real value for our employees and the country, Barloworld is committed to building a diverse workforce that reflects the demographics of our operational environment.

In South Africa, race, gender and disability are included in our employment equity targets, in line with the Department of Trade and Industry’s (dti) Broad-Based Black Economic Empowerment (B-BBEE) scorecard requirements with the target for all South African operations to achieve a level 4 or better. In our non-South African operations, localisation and gender objectives are set in accordance with local demographics and legislation.

Gender

We are making progress against our objective of increasing female representation at all levels of the company by 2020. Moreover, we have specialised programmes such as our women in leadership development programme and women behind the wheel that are aimed at the inclusion and participation of women in key roles of the business across the group.

People development

We depend on our people to deliver the best experience to our customers.

Our approach to employee development aims to improve performance and build capacity for the future through a mix of on-the-job development, mentoring and coaching and formal learning.

We also provide opportunities for graduates and unemployed youth to gain much needed work experience and qualification in the form of learnerships, internships, work readiness programmes and workplace in-house training. A number of graduates and unemployed youth benefited from our skills development and learning programmes.

Our Young Talent Pipeline accommodated 1 254 candidates this year - 1153 on apprenticeships and learnerships, 84 internships and 17 candidates in our Chartered Accountant Trainee Programme.

Furthermore, we provided tertiary education support to 176 employees and 19 external bursars accessed support to further their formal education.