Diversity and Equal Opportunity

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

	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.