Employment Equity
TFG has maintained a commitment to promoting employment equity in the workforce through our transformational programmes. The group continues to ensure that there is alignment between the national economically active population and the targets that are set within the businesses. We strive to reach equity targets in senior grades through early identification, development and retention of talent.
Targets set for the last period were met in 2010 and the group continues to steadily move towards achieving longer-term targets.
In respect of 2010, TFG achieved 6,7 points out of a maximum of 15. Whilst employment equity and diversity are embedded into succession planning, talent management and recruitment, black representation at senior management level remains an ongoing challenge. TFG’s strategy of choice is to develop from within and it thus takes time to achieve transformation at senior management level.
The “building blocks” established in the past year ensured that we had the momentum to continue with our transformation programmes. These “building block” initiatives included: store and field development initiatives, the development of store managers and the identification of talent for stores and field. Further information is provided in the talent development section in our Human Resources report.
Our transformation forums focus on addressing challenges within their areas, seeking to utilise every opportunity to ensure that the affirmative action measures were met. Each division identifies barriers and seeks methods to manage or overcome them.
Training initiatives continued with the introduction of a trainee retail management programme. This programme focused on developing the current store managers to become area managers. We have already experienced the success of this programme with many delegates already appointed into field manager positions.
As the programme progresses, the business will be in a better position from a succession planning perspective to manage the high level of labour turnover that is often experienced in this area.
TFG has implemented a new employment equity reporting and planning tool to assist managers with their planning. This tool has also allowed for more accurate recording of data and easier monitoring of progress against the targets set.
Summary of our staff complement, as at 31 March 2011
The bar graph below illustrates the workplace profile in terms of racial representation.
Progress in overall terms is positive with black employees making up nearly 90% of all staff employed by our group.
NAMIBIA
From a Namibian perspective, affirmative action remains a focus with all targets for 2010 met. Line managers and union members in Namibia have expressed satisfaction that TFG has aligned itself to the national legislative framework.
For the year going forward, a new three-year plan has been submitted and all line managers and union members in Namibia are committed to the new plan.