Sibanye-Stillwater provides employment, enabling employees to earn a living, acquire and improve skills through training and development, in an environment where their safety, health and well-being is a priority. We are a people-centric organisation, with a compelling employee value proposition to current and potential employees.
Highlights from 2022
Training & development
Wages and salaries paid
R26.2 billion / US$1.8 billion
employees and contractors
of all employees are female
from employee share option
5-year wage agreement
reached at SA PGM operations
without strike action
Sibanye-Stillwater is a labour-intensive business, employing and contracting almost 85,000 people at its SA and US operations in a wide variety of trades and professions from miners to mechanics, accountants, geologists, IT specialists and more. Employees, therefore, are integral to the achievement of our operational targets and, ultimately, to the successful delivery of our strategy to create superior value for all stakeholders.
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. Sibanye-Stillwater provides employment and rewarding career growth opportunities as well as opportunities for personal development.
Recruiting from local communities is a priority with the salaries and wages paid enabling employees to provide for their families, and by extension, to contribute economically to the broader community.
Our human resources model is designed to help us achieve our business strategy and promote an iCARES values-based organisation. Our people strategy includes leadership development and training programmes, as well as executive development designed to develop a pool of effective and aligned leaders, encompassing coaching, leading for impact, strategy, transformation and stakeholder engagement.
We aim to equip our employees with the skills and resources necessary to enable them to perform at their peak. Culture and values have been identified as material focus areas and we strive to instil a values-based culture where the foundation of decision-making and behaviour is our CARES values: namely, commitment, accountability, respect, enabling and safety.
A Closer look
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.
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 8,129 employees in 2022, we also provided 10,076 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 1,711 houses have been transferred to employees to date, at discounts to market pricing based on years of service.
|Key salary and wage metrics
|Employee wages and benefits paid
|Average monthly employee salary (entry level)
|Annual training spend
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.