People

We take an integrated and holistic approach to talent management and our aim is to fill 80% of vacant positions through internal recruitment. Employees are provided with technical, safety and skills training and development programmes that enhance safe working practices, nurture talent and provide opportunities for professional development.

The career growth model and career paths embed the philosophy that career development is a series of interventions aimed at developing a career through skills training, lateral critical experiences, moving to higher job responsibilities and cross-functional positions within the same organisation.

To help meet our target, we are committed to supporting employee career paths and to identifying and nurturing talent. Employees are encouraged to set career development goals, or individual development plans (IDPs).

In South Africa, talent management helps us address the shortage of mining skills with our career development, progression and promotion targets being included in our SLP commitments.

Diversity, in all its forms, is considered a great source of strength and is materially important for Sibanye-Stillwater. It is vital in driving the achievement of superior value creation for all stakeholders and is a key aspect of the organisational growth strategy to promote greater diversity and inclusivity across the Group.

We aim to build a workforce that reflects the demographics of our host regions and that supports and proactively attracts women at all levels in the organisation. We fully subscribe to the intent and spirit of transformation and continue to advance all elements of transformation across our Southern African operations, including employment equity, gender equality, enterprise development, preferential procurement and community engagement and development.

In South Africa, we have implemented several initiatives to identify, attract, develop and retain historically disadvantaged persons (HDPs) with 74% of our core and critical skills workforce being HDPs. Women represent 14% of the workforce, 11% of woman are in core and critical mining roles while 18.73% of entry level employees are held by woman. In terms of specific functions, 25.32% of the information technology (IT) function and 20.06% of the engineering function are woman. At our US operations, 10% of employees are women.

At Board level (for our 2021 financial year), 31% of members are women, while we have 13.5% female representation at executive level.

Our diversity targets are that by 2025, 30% of employees should be women and by 2023, 1.5% of our workforce should be people with disabilities.

We pay competitive wages and salaries, and our employees have access to financial and non-financial benefits. Wages and benefits vary by geography and are aligned with local circumstances and the needs of individuals in each region. In South Africa, for example, affordable housing for employees is a priority. In addition to providing single room accommodation for approximately 8,479 employees in 2021, we also provided 10,191 family units. Employees who choose not to live in single accommodation receive a living out allowance.

In 2015, we launched a home ownership programme with a structured bond repayment model under which 1,405 houses have been transferred to employees to date, at discounts to market pricing based on years of service.

We strive to maintain positive relationships with both unionised and non-unionised employees. We respect workers’ rights, including freedom of association, the right to peaceful protest and assembly and engagement in collective bargaining. Formal employee engagement structures are in place at all our operations – from shaft and operational levels to those at the management level.

Sibanye-Stillwater, through the Matshediso programme, Lonmin Memorial Fund and the Sixteen-Eight Memorial Trust, provides financial assistance to the families and dependants of employees who are severely disabled or fatally injured in mine accidents.