As part of its renewal strategy, Sanlam declares its intention to give effect to the objectives of employment equity. The purpose of this policy is to achieve equity in the workplace and in so doing to foster a productive and fair work environment.

The implementation of this policy requires application of the following principles, objectives and related management practices:

Absence of all forms of unfair discrimination

This policy demands the complete removal of all forms of unfair discrimination and a commitment to actions which will result in a work environment in which opportunity, treatment and expectations are based on practices which do not relate to race, religion, gender or any other unfair discriminatory ground.

Specific objectives are:

• to eliminate all forms of unfair discrimination, either direct or indirect, in conditions of service and employment practices.

Where differentiation does occur, this may be related only to factors that are inherent to the requirements of the job and/or the market practices for the job concerned.

Affirmative action

This requires the implementation of measures to address the skew representation of historically disadvantaged groups in the composition of the workforce as well as measures to accelerate the employment, training and promotion of employees from these groups. Affirmative action is not an end in itself but a process whereby individuals are given the opportunity to attain equity.

Specific objectives are:

• to address the current staff composition at all levels by means of critical mass targets which are intended to facilitate an equitable representation and utilisation of human resources;
  
  
• to ensure that Sanlam's staff composition is such that the company is able to serve its continuously changing client base effectively with due regard for its diversity; thereby promoting accountability for and responsibility in respect of the needs of communities;
  
  
• to implement initiatives for the accelerated education, training and development of historically disadvantaged groups in order to improve their existing skills base and career advancement.

Equal opportunities

The removal of unfair discriminatory practices and the implementation of affirmative action measures will foster an environment which is conducive to creating equal access to job opportunities, thereby enabling employees to develop their full potential according to the operational requirements of the business.

A specific objective is to establish fair and equitable employment practices and to ensure equal job opportunities and conditions of service for all employees and applicants.

Valuing diversity

This requires the development of an organisational culture that encourages understanding and appreciation of the diversity in background of all employees.

The objective is to develop a relationship of trust, co-operation and confidence amongst employees.

Applicability

This policy, as a product of a consultative process, is applicable to and binding on Sanlam and all its employees.

Responsibilities

The Board of directors and top management commit themselves to the successful implementation of the employment equity policy.

Line management is accountable for the operational implementation of this policy through the applicable management practices to ensure a culture of diversity supportive of the company's strategies.

The Human Resources division is a resource base for the employment equity process and provides assistance to line management regarding processes such as human resources planning, recruitment, selection, training and education, performance evaluation and succession planning. (These processes will be included in a comprehensive code of management practices.)

In order to continuously facilitate and monitor the employment equity process and to provide an appropriate mechanism for feedback on the progress made, a specific individual, the Chief Consultant: Employment Equity, has been assigned. This senior function is housed in the Human Resources division, and will support top management and specifically have direct access to the Managing Director regarding employment equity matters.

Within the framework of this policy employees should also take responsibility for their own development in contributing positively to a company culture with shared values.

Rights

Rights of employees

As a general policy, Sanlam undertakes to refrain (as far as is operationally  possible) from prejudicing the job security of those who are effective in their jobs on the grounds of the implementation of this policy.

The benefits and practices that arise from this policy or any related programme must not be construed as a right of any person or group.

Rights of employer

The rights of the employer must be maintained. These, amongst others, include the right to:

• supply job opportunities and make appointments in accordance with the operational needs of the company without negating the principles in this document;
  
  
• demand sufficient production output according to job requirements;
  
  
• manage the company to ensure that its business philosophy, purpose and objectives are enhanced, without deviating from the principles in this policy;
  
  
• ensure that the existing skills base of employees is not eroded.