Our people JSE: R157.72 +1.19% NYSE:$8.43 +1.08% GOLD:$2 620/oz -0.14% GOLD:R1 543 053/kg -0.14% USD:ZARR18.32 -0.02% At 03:14am, 23 Dec 2024 Home » Sustainability » Social » Our people Employees are Harmony’s most valuable stakeholders in mining with purpose. We engage with mutual respect and trust to achieve our strategic goals. We strive to go beyond compliance with the Mining Charter in South Africa to create and maintain an employee profile that addresses the country’s needs. Our goals include meeting MoA employment targets in Papua New Guinea and we are progressing well with engagements in Australia about future project opportunities for employment. Our approach Our duty of care is our moral and legal obligation borne out of our values to ensure the safety and well-being of our people. Starting with employees, we extend this approach to host countries and communities where we operate. We also aim to exceed basic compliance requirements by providing uplifting support and meeting the employment needs of our host countries. We aim to place the right people in the right roles, at the right time, with the motivation to work safely and productively to create value. Harmony creates a supportive environment, supported by a human resource team focused on talent management, engagement, diversity, equity and inclusion to benefit employees, the business, host communities and shareholders. To accommodate more female employees, we provide additional, gender-specific accommodation, and run awareness campaigns to promote gender equality and combat gender-based violence. Performance Workforce profile Permanent employees Contractors Employees from local communities (%) Region FY23 FY22 FY21 FY23 FY22 FY21 FY23 FY22 FY21 South Africa1 33 341 35 989 36 873 9 834 9 013 8 860 83 82 78 Papua New Guinea2 1 472 1 527 1 536 795 751 778 98 98 97 Australia 100 65 63 4 0 2 n/a n/a n/a Harmony total 34 913 37 581 38 472 10 633 9 764 9 640 Key metrics South Africa South-east Asia (Papua New Guinea and Australia) Total permanent workforce 33 341 1 572 HDPs1 (South Africa)/local (Papua New Guinea) Total workforce (%) 74 97 Total management2 (%) 68 29 Employee remuneration Wages and benefits (Rm) 16 557 958 Total training spend (Rm) 783 34 HDPs include women and exclude white males and foreign nationals. Management includes all junior, to top management level employees. Diversity, Equity and Inclusion Our commitment to gender equality is recognised globally with our fifth consecutive inclusion in the Bloomberg Gender-Equality Index, which tracks the performance of public companies committed to supporting gender equality through policy development, representation and transparency. In the past year, we conducted the Gender Survey in South Africa and Papua New Guinea, and the findings including recommendations have been communicated group-wide by our CEO. A roll-out plan was developed, (covering communication and awareness, cultural leadership and behaviours, targeted interventions and training, policies and practices, facilities and the work environment). In Papua New Guinea, the proportion of female employees at leadership levels is 23.0% (FY22: 11.0%). CASE STUDIES Addressing gender-based violence and femicide in mining communities through national partnership Harmony pledged R1 million a year over the next three years to the national partnership established to support victims in mining communities. Read more: Addressing gender-based violence and femicide in mining communities through national partnership Gender-based biases, workplace bullying and sexual harassment survey The first phase of this Harmony-wide initiative was to understand our culture from a gender perspective, to identify whether employees experience any forms of gender-based biases, bullying, including sexual harassment, or any other forms of gender-based violence. Read more: Gender-based biases, workplace bullying and sexual harassment survey SKILLS DEVELOPMENT AND TRAINING Individual development is a social and business imperative to address skills shortages and historical inequalities in education and training. Our skills development, training, and talent management initiatives empower employees to achieve their full potential. Programmes, aligned with our strategic and operational needs, enable employees to acquire the skills, resources and motivation needed to optimise performance and productivity. South Africa When using financial year figures to determine Human Resource Development (HRD) spend, we achieved 6% against a Mining Charter target of 5%. This equates to R783 million (US$44.1 million) FY22: R661 million/US$43.5 million on training and skills development for 96% (FY22: 93%) of our South African workforce. Included in the 96% were 163 (FY22: 96) employees in critical positions who attended 267 training interventions. The graph below reflects the total training hours for all employees and contractors, and includes all training types such as initial and refresher training, skills programmes, and short courses. Case study: Leadership Development at Harmony The leadership competency framework that underpins this programme is broad and deep, covering inherent competencies and behaviours like leading self, relating to others, versatile leadership, and delivering results. Learn more Papua New Guinea Historical under-investment in Papua New Guinea’s technical training facilities resulted in a shortage of adequate technical skills, particularly in the mining sector. Our workforce training initiatives focus on providing the skills local recruits need for our Hidden Valley operation and career training to advance their skill sets. Our training initiatives include career path and professional development, production, safety compliance, National Apprenticeship and Training Accreditation Testing Board compliance, and computer software and supervisor skills. During FY23, 27 employees in our Hidden Valley Mobile Fleet Maintenance Department were supported in obtaining trade certificates: 19 employees achieved trade testing level 1 and eight employees received trade testing level 2. Online training and skills development for 1 448 (FY22: 1 359) employee spend was R33 million (US$1.9 million) (FY22: R4 million/US$0.3 million). Women empowerment initiatives include training female haul truck operators at Hidden Valley where 32.0% (FY22: 28.0%) of employees are female and small truck operators are now at 46%. The employee dependent’s education assistance programme paid out PGK*1.7 million in FY23. *The Kina (PGK) is the national currency of Papua New Guinea. FUTURE FOCUS AREAS Across the group, we will continue optimising systems and processes with technology that improves management and team cooperation.We will also roll out our leadership programme from senior leaders to supervisors. This includes a review of our values and culture. Our bursary programme and student training will extend to international operations. In South Africa, we will continue increasing our female workforce through an employment equity plan with targets for 2027. We remain committed to ensuring a culture of gender diversity, equity, while being aware of shifting priorities within our communities. In Papua New Guinea, we will continue efforts to increase our female workforce, including leadership positions. Harmony is committed to operating within the scope of the MoA agreement with the stakeholders of the Hidden Valley operation. A formal review of all parties’ performance against MoA obligations is expected to take place in FY24. In Australia, we will continue complying with legislative changes at the state level and fostering the principles of diversity, equity and inclusion. Further information See below for information on our approach to employees and labour relations. ESG Report 2023 ESG Data tables 2023 BBBEE Compliance Report 2023
