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Hyprop Investments Limited
Integrated annual report and consolidated financial statements
2017
61
Gender diversity at board level:
The Hyprop board recognises that diversity of skills, experience, background, knowledge, thought, culture, race and gender strengthens the board’s ability to
effectively carry out its duties and add value to the group. The board has formally adopted a policy of promoting gender diversity (which is available on our
website) and will report on this on an annual basis. Currently the Hyprop board includes two female directors, namely Lindie Engelbrecht and Nonyameko
Mandindi, translating to 20% of board members being female.
Hyprop recognises that it plays a vital role in advancing gender equality, first in the workplace and in broader society. We have implemented measures to
ensure that women are given equal opportunities to grow in our organisation.
For further reading:
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Page 59 for information on value of training by gender
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Page 60 for percentage of females versus males per job grade
Race diversity at board level:
Hyprop recognises the importance of racial diversity at board level. Currently 20% of the board is racially diverse, with two black directors, Thabo Mokgatlha and
Nonyameko Mandindi.
Because we understand that racial representation at all levels is important, we have implemented measures to ensure equal opportunity to grow in our
organisation.
Labour relations
Hyprop has no unionised employees and there was no impact on the business of industrial or labour unrest during the year.
Health and safety
Our policy is to create a safe and healthy working environment, with procedures in place to manage occupational incidents, and compensation claims in line
with legislation. In brief, we aim to:
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Provide a health and safety programme that is effective, of a high standard, and is continuously reviewed and improved
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Comply with statutory provisions for health, safety and environmental matters that affect employees, customers, contractors and the public
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Ensure that all employees are properly informed of their responsibilities for health, safety and environmental matters and discharge those effectively
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Encourage employees to participate in preventing accidents and preserving health
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Provide the resources and training to achieve these objectives.
Each shopping centre is responsible for executing this policy on site through its operations manager. At group level, the national facilities manager is
responsible for biannual audit reports, drawing on submissions from each centre.
All centres conduct regular health and safety training for employees, while third-party suppliers perform annual health and safety audits.
All construction projects have health and safety consultants appointed to represent Hyprop and monitor activities on site. On large and complex projects
such as Rosebank Mall, the contractor has its own health and safety officer managing contractor teams and subcontractors.
There were no serious casualties or injuries during the year at any of our properties or projects.
HIV/Aids
HIV/Aids remains an issue in South Africa that could affect the
wellbeing of our employees, leading to emotional distress,
absenteeism, employee turnover and lower productivity. As a formal
risk assessment determined the impact of HIV/Aids on the group as
negligible, Hyprop does not have targets for addressing its direct
impact, nor does it have strategies for addressing indirect business
risks (eg effect on customer base/supply chain).
Our formal HIV/Aids policy, reviewed annually, provides guidelines on
creating a non-discriminatory workplace, dealing with HIV testing,
con dentiality and disclosure, providing equitable employee
bene ts, dealing with dismissal and managing grievance procedures.
It also ensures affected employees’ rights to con dentiality.
Where employees willingly disclose their status, this is kept confidential,
with Hyprop offering counselling, acceptance and support.
Every year, HIV/Aids awareness days are held at each centre
management office by professional nurses, with an external service
provider conducting voluntary counselling and testing programmes.
Employees are offered the opportunity to test for HIV and to test
cholesterol and stress levels.
Health and safety training and awareness
The following health training and awareness sessions were arranged during the year:
HIV and Aids
First aid
Fire
fighting
Stress
management
Personal
hygiene
and healthy
lifestyle
Injury
on duty
Training workshops
✓
✓
Training facilitated by external contractors
✓
✓
✓
✓
Health day consultations conducted by
healthcare professionals
✓
✓
✓
Information distributed via the newsletters
✓
✓
✓
✓
Employee awareness days
✓
✓
✓
Voluntary testing and counselling
✓
✓
✓
The company is focused on informing and training employees on health and safety. Various initiatives were arranged during the year, including communication,
through the quarterly newsletter and training workshops, facilitated by health professionals, private consultations and various health and safety issue focus days.