Investing in our people

Total workforce profile (including employees with disabilities) as at 30 June 2018
         Male                 Female           Total    
Occupational levels  A     C     I     W     A     C     I     W          
Top management                          13    
Senior management           33              24     83    
Professionally qualified and experienced specialists and mid-management  83     21     38     75     148     45     56     195     661    
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents  510     218     107     73     1 238     683     180     404     3 413    
Semi-skilled and discretionary decision-making  258     18           352     34        27     706    
Unskilled and defined decision-making              19              30    
Grand total   867      261      156      192      1769      766      245      650      4 9063   

Investing in our people

  • Developing our people and promoting a high-performance culture is vital to our strategic objectives.
  • Our people are a key differentiator, and we are committed to developing them. The Group has a comprehensive wellness programme and learning and development opportunities, and we seek out other upliftment opportunities.
  • AfroCentric strives to embed a culture which enables us to attract and retain a diverse workforce.

Employment equity and employee profile
African employees
Coloured employees
Indian employees
White employees

We view transformation as a key driver towards a productive, innovative and sustainable business. Management is committed to diversity and transformation, which is demonstrated through managing employment equity (EE) through a number of divisional EE forums and the National Employment Equity Forum. These forums provide a platform to monitor of our EE progress and to debate various related matters. Our EE policy, EE plan and our transformation strategy drive the implementation of EE within our business.

Our EE plan can be viewed on our website:

Our EE plan can be viewed on our website:

Talent and leadership development

Online learning

1 060
online courses
    The AfroCentric Learning and Performance Academy offers online training. Employees have constant virtual access to legislative courses, Company policies and functional training courses. Over the course of the year, we developed our Introduction to Healthcare and ICD 10 Coding courses which are now readily available to all employees. 1 060 online courses were undertaken by 287 employees in the period under review.

Skills development

AfroCentric invests a percentage of the total payroll into training and developing black employees. There is a difference between measuring and recording skills development, and measuring and recording the EE requirements (the latter only measures the number of people that attended training as opposed to the total spend).

employees benefited
    The Group has INSETA-accredited internship and learnership programmes which comply with sector requirements and provide accelerated and practical work experience for school leavers, graduates and unemployed people. To date, 87% of these learnership students have become permanently employed within the Group.

Leadership development

    AfroCentric's leadership competencies assist the business to implement the relevant leadership development programmes. These programmes are tailored for the Group's objectives.

We believe that leadership is not what you do, but how you do it. Our leaders are groomed to display the behaviours and skills that inspire and engage our employees.

Study Assistance Programme

Various employees are financially unable to pursue further studies. AfroCentric's Study Assistance Programme sponsors selected employees for approved courses. The Study Assistance Programme is aligned to our business strategy and priorities.

Passion Awards

Recognising employees is vital to their performance which directly impacts the success of the Group. Our recognition programme, known as the Passion Awards, allows managers to recognise employee behaviour that is linked to the organisation's values. The recognition programme offers monetary and non-monetary rewards to employees. All reward and recognition programmes are coordinated as part of the Passion Awards programme.

Differently Abled Employees

Differently Abled
    The Group has implemented a number of programmes whereby differently abled employees are recruited on six-month fixed-term contracts. These employees gain work experience while being trained to become permanently employable. Employees from diverse demographics are a valued part of our workforce.

The Group promotes employing differently abled people which is evident in the number of differently abled employees we employed in the business. All business units in the Group have demonstrated full support of this initiative.


R1 179 795
spent on bursaries
    AfroCentric's bursaries for medical doctors reduces the skills shortage in the private and public health sector. Bursary recipients were selected based on academic excellence and their financial needs. We invested R1 179 795 into the studies of four black female scholars.

We are proud of their performance and of the contribution we are able to make toward developing talent in South Africa.

Learnership programmes

The Learning and Performance Academy implemented a number of learnership programmes for AfroCentric employees and unemployed individuals. The programmes help candidates earn qualifications and gain valuable working experience. In 2018, 180 employees and 126 unemployed people participated in the programmes.

Performance management

AfroCentric uses a Balanced Scorecard (BSC) approach to performance management. The BSC provides the tools for management to drive competitive success. It translates an organisation's strategy into performance measures that provide the framework for a strategic measurement and management system. To be a progressive organisation, we continuously research best practice to build a high-performance culture.

When managing individual performance, we aim for a 'win-win' environment where managers and employees share clear expectations and objectives from the outset. Employees participate in all phases of the process and share ownership of the outcomes with the organisation. Performance discussions should cover more than just performance ratings – the focus should be on real-time performance. Leaders should have regular meaningful conversations that are not fear-based, but aimed at improving performance gaps with the aim that individuals understand how their performance and behaviour link to the organisational strategy and how their contributions drive business growth. We emphasise self-management in achieving total quality and customer service, and employees are encouraged to maximise their contribution in their current role, while having access to opportunities to grow and develop their careers within the AfroCentric Group

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