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Hyprop Investments Limited
Integrated annual report and consolidated financial statements
2017
Human capital
continued
Employment equity
Hyprop is committed to promoting equal opportunities for, and fair
treatment of, all employees, regardless of gender, race, language and age.
Our employment equity plan focuses on eliminating discrimination and
implementing internal measures to redress disadvantages and remove
systemic barriers faced by designated groups, in order to ensure their
equitable representation in all occupational categories.
The company recognises that past South African laws and practices were
discriminatory, resulting in current disparities in employment, occupation
levels and income in the national labour market. As a result, black people,
women and people with disabilities are the most disadvantaged groups in
South Africa.
Hyprop’s revised employment equity plan has been approved for a
five-year period (January 2017 to December 2021). The key objective of
the revised plan is to ensure equal opportunities and fair treatment in
employment, and that employees ultimately represent the economically
active profile of the South African population demographic.
We are committed to:
■■
Creating and maintaining an environment that provides equal
opportunities to all employees, with special consideration for
historically disadvantaged groups
■■
Achieving equity in the workplace by:
–– Promoting equal opportunities and fair treatment by eliminating
unfair discrimination
–– Implementing measures to redress disadvantages in employment
experienced by designated groups in order to ensure their equitable
representation in the workplace.
The company resolves to:
■■
Promote the constitutional right of equality
■■
Eliminate unfair discrimination in employment
■■
Redress the effects of historical, legal, social and economic
discrimination against designated groups
■■
Pursue a diverse workforce that is representative of the South African
population
■■
Promote economic development and efficiency in the workplace
■■
Establish conditions that will further the creation of equal opportunity
and development for all employees
■■
Ensure the continued survival, growth and competitiveness of the
company in a changing South Africa
■■
Contribute to building a non-racial, non-sexist South Africa.
In line with these aims, our focus areas include:
■■
Ensuring that recruitment and selection are aligned with our business
strategy and based on fairness, objectivity and competency, and seek to
redress historical imbalances
■■
Accelerated development of employees or prospective employees
through an effective training and skills development programme.
Hyprop’s training plan identifies the required skills for job categories,
as well as the required competencies in employees being prepared in
terms of succession plans
■■
Eliminating unfair discrimination, directly or indirectly, in any
employment policy or practice on any grounds (race, gender,
pregnancy, marital status, family responsibility, ethnic or social origin,
sexual orientation, age, disability, religion, HIV status, conscience,
belief, political opinion, culture, language and place of birth).
Discrimination is viewed as a serious offence and action will be taken
as per the company’s disciplinary code
■■
Prohibiting any medical testing unless required by legislation, or an inherent
requirement of the job, justifiable due to employment conditions, medical
facts, social policy, or the fair distribution of employee benefits.
For more information, please view the full employment equity
document online
Employment equity profile
2016/2017
2016/2015
Occupational levels
Black
(1)
%
White
%
Black
(1)
%
White
%
Top management
(2)
20
80
10
90
Senior management
16
84
16
84
Professionally qualified and experienced specialists and mid-management
30
70
26
74
Skilled technical and academically qualified workers, junior management, supervisors,
foremen, and superintendents
42
58
49
51
Semi-skilled and discretionary decision making
89
11
89
11
Unskilled and defined decision making
100
0
100
0
Total permanent
55
45
53
47
(1)
Black = African, Indian and Coloured
(2)
Top management includes non-executive directors
EMPLOYEES BY GENDER
Gender
55%
45%
●
Male
●
Female
EMPLOYEES BY RACE
Race
56%
44%
●
White
●
Black