People

We take an integrated and holistic approach to talent management and our aim is to achieve 80% internal recruitment with a blend of external hires. 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.

Diversity, in all its forms, is considered a great source of strength and is materially important for the Group and vital to driving and achieving superior value creation for all stakeholders. It is also a key agenda 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. In South Africa we have implemented a number of initiatives to identify, attract, develop and retain historically disadvantaged persons (HDPs). In Southern Africa, 42% of our Board and 74% of our core and critical skills workforce is comprised of HDPs, while women represent 13% of the workforce with 9% of core mining roles held by women. 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.

Wages and benefits vary by geography and are aligned with the culture and needs of individuals in each region. For example, in South Africa, affordable housing for employees and education are priorities. In addition to providing single room accommodations for approximately 9,051 employees in 2020, we also provided approximately 9,796 family units at our SA gold and PGM operations. In 2015 we launched a home ownership programme with a structured bond repayment model under which 1,699 houses have been transferred to employees at discounts to market pricing based on years of service. Employees in South Africa who choose not to live in single accommodation receive a living out allowance.

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.