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Our people

Sibanye-Stillwater’s corporate purpose is unequivocal: “our mining improves lives”, and this defines the way our business activities are conducted. As a labour intensive business, this is of particular relevance to our many employees, their families and the communities in which they live.

  • Commitment
  • Accountability
  • Respect
  • Enabling
  • Safety

Sibanye-Stillwater is a significant employer, providing jobs for more than 65,000 people globally, whose lives and those of their families are critically aligned with and improved, by the success of the Group. Sibanye-Stillwater provides sustainable employment and rewarding career growth opportunities as well as opportunities for personal development. We pay competitive salaries that in addition to a basic wage, include significant variable incentives and other benefits, which enable our employees to provide for their families and indirectly, the broader community. It is estimated that in South Africa specifically, each person employed in mining indirectly supports 10 direct dependants and up to seven additional indirect dependants. This suggests that Sibanye-Stillwater’s business in South Africa benefits close on 1.2 million people.

In the US region, wages and salaries are significantly higher where the operations are highly mechanised with a small, highly skilled workforce.

REVISED HUMAN RESOURCES STRATEGY

The Group-wide human resources strategic framework has been revised to include a holistic, integrated approach to managing employees throughout the different stages of their careers. This includes, inter alia, attracting quality employees, suitable and relevant training and development, on-going performance management and career development, and mobility, retention and exit management.

PEOPLE@SIBANYE-STILLWATER

Sibanye-Stillwater employees play an integral part in ensuring successful delivery on our operational targets and strategy. Our People@Sibanye-Stillwater human resources model is designed to help us achieve our business strategy and promote a values-based organisation. This model aims to ensure that Sibanye-Stillwater is an employer of choice and drives our purpose.

To this end, the People@Sibanye-Stillwater initiative seeks to:

  • create value for employees and provide rewarding careers
  • ensure that Sibanye-Stillwater embrace and implement the spirit of true transformation
  • ensure that employees are engaged and understand their contribution to the company
  • develop leadership capacity to enable meaningful engagement, in order to connect with and motivate employees
  • embed our CARES values so that employees embrace and live them
Employer of choice [flowchart]

Superior value for the workforce

For the latest information on our performance in terms of workforce composition, employee relations and human resource development, refer to the Superior value for the workforce section of the Integrated annual report 2017.

Additional employee benefits include:

Employee share ownership scheme – SA region

By the end of 2017, 22,269 employees (2016: 24,523) were participants in our employee share ownership plan, the Thusano Trust.

Matshediso programme

The Matshediso programme assists the dependants and families of employees who have been disabled or fatally injured as a result of a mine accident and aims to help break the cycle of poverty and to secure the future of those directly affected. In 2017, R761,100 (2016: R685,600) was paid to beneficiaries.

Care for iMali

Our Care for iMali programme to address high levels of indebtedness has been very successful and we continue to roll it out to community members as well. For more information, please refer to FACT SHEET: CARE for iMali – an update [PDF - 395KB]

Homeownership programme

Since 2015 with the inception of the homeownership programme the Company saw a total of 538 houses transfer ownership from Sibanye-Stillwater to employees. For more information see FACT SHEET: Housing – SA region [208KB]

Future focus

SA region

In the coming year, our focus will be on further developing our economic value proposition for employees and delivering a rewarding career experience that will include, inter alia:

  • Implementation of the career growth model across the SA region
  • Continued implementation of the Sibanye-Stillwater operating model at the SA PGM operations
  • Implementation of an integrated strategic workforce plan in the SA region
  • Executive leadership development
  • Launch of the SA region’s employee value proposition
  • Establishing a positive and engaging culture
  • Building management capability

US region

In the US region, focus will be on the following aspects of the economic value proposition:

  • Ensuring quality manpower recruitment to meet operational needs
  • Continuing salaried leadership development, focused on role clarity and developing skills
  • Ongoing development of succession planning