Barloworld remains committed to building a workforce which reflects the communities in which we operate. As a world-class organisation with a broad array of stakeholders, we believe that diversity is what helps maintain our winning edge. Within all areas of our business, we strive to create an inclusive talent pool, one which taps into the vast potential found across races, genders, sexual orientations, and other demographics.

While great progress has been made, diversity and inclusion remain a key focus area for Barloworld and continues to be central to our success. We understand that equity is central to achieving equal opportunities and the principle is applied fairly and justly. Equally, we value the competitive advantage inherent in a diverse workforce and are committed to an employee complement that reflects the demographics of the countries in which we operate.

Central tenets of the group’s approach to equality include:

  • Prohibition of unfair discrimination on the grounds of gender, race, religion, disability, age, or sexual orientation
  • Proactive pursuit of programmes and initiatives to achieve our equality objectives
  • Complying with legislation in all countries in which it operates
  • Identification and elimination of employment barriers which unfairly discriminate

These are captured in the Barloworld Group Human Rights Policy.

By identifying a high-performance culture as a strategic objective, we ensure group and individual commitment to equality in the workplace across all operations.

Race, gender, and disability are addressed in employment equity, transformation and empowerment targets in South Africa in line with legislation. Localisation and gender objectives are set in non-South African operations in accordance with local demographics and legislation. Required employment equity plans and progress reports are submitted in South Africa and other southern African countries. These plans set out employment targets that address race, gender, and disability.

In South Africa, Barloworld follows the Department of Trade and Industry’s (dti’s) broad -based black economic empowerment (B-BBEE) scorecard with the target for all South African operations to achieve a level 3 or better according to the revised B-BBEE Codes of Good Practice.

Remuneration and employee benefits are attractive, well-structured, and competitive. All remuneration and employee benefits are aligned with legislation.

Remuneration practices are regularly reviewed through pay gap reviews and the group is committed to removing unfair discrimination in pay scales and practices. In South Africa, pay differentials are disclosed in terms of employment equity legislation.

Male and female income levels are continually reviewed, and unfair anomalies are addressed.

We have implemented the Towers Watson global grading system in all operations, and our positions are graded accordingly. Wage and salary levels are benchmarked by country and category. This ensures market competitiveness and equity and non-discrimination in remuneration practices.

The reporting organization shall report the following information: a. Percentage of individuals within the organization’s governance bodies in each of the following diversity categories: i. Gender; ii. Age group: under 30 years old, 30-50 years old, over 50 years old; iii. Other indicators of diversity where relevant (such as minority or vulnerable groups). b. Percentage of employees per employee category in each of the following diversity categories: i. Gender; ii. Age group: under 30 years old, 30-50 years old, over 50 years old; iii. Other indicators of diversity where relevant (such as minority or vulnerable groups).

Integrated Report
Annual General Meeting
Our board of directors - 4

  Global Breakdown – 2021 Global Breakdown – 2020 Global Breakdown – 2019
Employee breakdown by Gender Male Female Total   Male Female Total   Male Female Total
Board* 1 0 1   1 0 1   1 0 1
Executive 19 16 35   18 20 38   25 17 42
Senior Management 66 31 97   56 20 76   84 28 112
Middle Management 725 550 1 275   641 424 1 065   840 573 1 413
Skilled Upper 3 610 1 735 5 345   3 369 1 580 4 949   4 050 2 029 6 079
Semi-skilled/apprentices/trainees 2 661 655 3 316   2 786 642 3 428   3 559 879 4 438
Labour/Unskilled 113 47 160   521 170 691   240 134 374
Total 7 195 3 034 10 229   7 392 2 856 10 248   8 799 3 660 12 459

*Includes permanent employees and contractors > 12 months. Excludes non-executive directors.

Employees by ethnic background – South Africa 2021 2020 2019
AIC White Foreign
Nationals
  AIC White Foreign Nationals   AIC White Foreign
Nationals
Board* 1 0 0   1 0 0   1 0 0
Executive 21 7 3   22 8 5   18 16 5
Senior Management 51 26 1   34 28 1   49 47 2
Middle Management 573 373 17   425 392 11   587 548 16
Skilled Upper 2 557 754 43   2 386 856 33   3 124 1 078 48
Semi-skilled/apprentices/trainees 2 411 59 140   2 557 79 215   3 391 101 258
Labour/Unskilled 136 0 0   46 0 2   330 0 2
Total per category 5 750 1 219 204   5 471 1 363 267   7 500 1 790 331
Total Group – South Africa 7 173 7 101 9 621

The reporting organization shall report the following information: a. Ratio of the basic salary and remuneration of women to men for each employee category, by significant locations of operation. b. The definition used for ‘significant locations of operation’.

Integrated Report

Remuneration and employee benefits are attractive, well-structured and competitive. All remuneration and employee benefits are aligned with legislation.

Remuneration practices are regularly reviewed through relevant pay gap analysis and the group is committed to removing any unfair discrimination in pay scales and practices. In South Africa, differentials are disclosed in terms of employment equity legislation, this covers 70.1% of group employees.

A detailed review of the average basic monthly salaries for males and females was conducted by employee level (and by region) and did not reveal any structural discrepancies or discrimination. These are conducted with a view to ensuring equality in remuneration practices.

The ratio between males and females varies by scale depending on job role and tenure.

Given the vast range of countries, industries and job categories, it is not practical to disclose the ratio of basic salary of men to women by employee category. As the group has implemented the Towers Watson (TW) global grading system in all operations, its positions are graded accordingly. Wage and salary levels are benchmarked by country and TW category. This ensures equity and non-discrimination in remuneration practices.