Sasol Sustainability Report 2023 - Book - Page 16
INTRODUCTION
SUSTAINABILITY PERFORMANCE AGAINST OUR FOCUS AREAS
SAFE AND ENDURING OPERATIONS
DATA AND ASSURANCE
ANNEXURES
SAFE AND ENDURING OPERATIONS // Human Capital Management
OUR COMMITMENT //
OUR GROUP APPROACH
Our People Promise is to provide a unique employee experience and a
compelling value proposition to a diverse workforce in a safe and inclusive
workplace. This contributes to ensuring that our employees are aligned and
committed to Sasol’s Strategy.
ANCHOR
PURPOSE
Leadership capability
development
To develop inspiring and caring leaders who set the tone from the
top as they role model the values in creating inclusive, innovative
and high-performing work environments.
Culture transformation
To establish a diverse and high-performing workforce that
experiences equity, inclusion and a sense of belonging and
embraces innovation and collaboration.
Competitive
compensation and
benefits enhanced by a
supportive and caring
workplace
To offer competitive compensation, appropriate and sustainable
benefits and wellbeing programmes in a supportive and caring
working environment to attract, engage and retain the right people.
Talent Management,
skills and competencies
Although we experience very low employee turnover, we continue
to drive focused retention measures for critical skills and continue
to build healthy talent pipelines and feeder streams through our
succession and our bursary programmes to ensure we meet future
business requirements.
People transformation
to a green economy
Although very early in this journey, we already established
programmes to support our workforce during the transition as we
execute the decarbonisation roadmap. Recent examples include
Project Ntsika and Bridge to Work.
Performance
management
To enhance and augment our performance management systems.
Digital HR
To ensure the right people management policies and procedures
are implemented and business processes are in place to enable
successful delivery of the HR strategy across the globe.
PERFORMANCE
LEADERSHIP CAPABILITY DEVELOPMENT
As we transition towards Future Sasol, our leaders
set the tone from the top and play a pivotal role
in enabling a shift to a more customer-centric,
caring and inclusive culture. The behaviour of our
leadership enables agile ways of working, driving
an owners9 mindset and creating a sense of
belonging and care. To develop inspiring and caring
leaders who create inclusive, innovative and
high-performing work environments in FY23, we:
" Launched our 8Investing in the Sasol Leader
of the Future9 programme, partnering with
Global experts to define the Sasol Leadership
Capabilities that are required to deliver on our
Sasol Strategy. Leaders were assessed against
8What Good Looks Likes9 profiles to identify and
address leadership capability gaps. Data insights
derived from the process are used to enhance
our culture priorities, talent, succession and
development planning;
" Continued with the implementation of our
leadership development approach to build
inspirational leadership capabilities at all layers
of the organisation in line with the defined Sasol
leadership capabilities;
" Continue to develop identified high potential
individuals in middle management roles through
our Learning, Experiencing, Accelerating and
Potential programme (LEAP). We provide
focused, integrated and accelerated talent
development, career planning and mobility.
LEAP is a two- to five-year career development
programme that gives the identified individuals
exposure to different roles across our business.
This is supported by formal learning and
mentorship with the aim of transitioning
candidates into senior leadership roles;
" Continued to invest in the development of a
virtual and digital learning platform intended to
host various learning modalities and content;
" Continued to strengthen frontline leadership
capability through our Frontline Leadership
Development programmes and modules; and
" Assisted 414 leaders to complete the Leaderas-Coach training programme in Southern
Africa. This is to ensure that participants are
competent in applying the coaching style aimed
at embedding technical, function, managerial
and behavioural competencies to improve the
performance of subordinate employees. One-onone coaches and mentors were identified and
assigned to individuals for all leadership layers.
SASOL SUSTAINABILITY REPORT 2023
457 of African and Coloured females appointed across all roles
and levels in South Africa.
120 people with disabilities appointed in South Africa.
61% of employees belonging to trade unions in Southern Africa.
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