Employment equity progress - Based on the EE Act

The table below reflects the current demographic profile of the group, based on the EE Act’s definition of  occupational levels at 31 December 2009:

Occupational		Male				Female			Foreign nationals
levels	A	C	I	W	A	C	I	W	Male	Female	Total
Top management	4			11	1	1		1			18
Senior management	47	15	40	308	32	10	23	86	24	11	596
Professionally qualified	604	345	566	1 662	573	412	570	1 644	86	85	6 547
Skilled technical	1 351	642	642	645	2 387	1 591	1 283	1 945	35	94	10 615
Semiskilled	740	291	153	103	1 552	786	392	616	4	22	4 659
Unskilled											–
Exceptions – permanent staff not matched	1			1	1			1			4
Total permanent	2 747	1 293	1 401	2 730	4 546	2 800	2 268	4 293	149	212	22 439
Temporary employees	377	99	85	343	691	163	86	239	38	39	2 160
Grand total	3 124	1 392	1 486	3 073	5 237	2 963	2 354	4 532	187	251	24 599
Occupational levels (%)		Male				Female			Foreign nationals
	A	C	I	W	A	C	I	W	Male	Female	Total
Top management	22			61	6	6		6			100
Senior management	8	3	7	52	5	2	4	14	4	2	100
Professionally qualified	9	5	9	25	9	6	9	25	1	1	100
Skilled technical	13	6	6	6	22	15	12	18		1	100
Semiskilled	16	6	3	2	33	17	8	13			100
Unskilled
Exceptions – permanent staff not matched	25			25	25			25			100
Total permanent	12	6	6	12	20	12	10	19	1	1	100
Temporary employees	17	5	4	16	32	8	4	11	2	2	100
Grand total	13	6	6	12	21	12	10	18	1	1	100

Reconsolidation of headcount

Reporting period

The figures contained in the Employment Equity Report submitted to the Department of Labour on 1 October 2009 were for the period 1 July 2008 to 30 June 2009. However, the figures used in the annual report cover the financial year from 1 January to 31 December 2009.

Staff Categories

The figures contained in the 2009 Employment Equity Report include permanent staff, payroll contractors and commission-based staff. Temporary staff accounted for in the report are those who have been with the group for three months or less, as per the definition of temporary employees in the amended EE Act.

The headcount figures in the annual report include all the Department of Labour staff categories, as defined above, as well as international secondees, other secondees, staff of external entities and temporary staff who fall outside the Department of Labour definition.

Nedbank Group continues its drive to becoming a totally disability-competent organisation. This year the bank became a member of the African Employers’ Forum on Disability and embarked on roadshows to raise awareness of legislative requirements regarding the accommodation of people with disabilities (PWD), the correct definitions of what constitutes a disability, and capacity-building workshops for line HR as well as the PWD Forum members.

The following table provides a breakdown of the demographic profile of PWD:

Occupational		Male				Female			Foreign nationals
levels	A	C	I	W	A	C	I	W	Male	Female	Total
Top management
Senior management	1			7				4			12
Professionally qualified	7	5	10	52	6	1	5	23			109
Skilled technical	19	7	6	23	33	13	14	67			182
Semiskilled	20	4	4	8	29	7	7	34			113
Unskilled
Exceptions – permanent staff not matched
Total permanent	47	16	20	90	68	21	26	128			416
Temporary employees		1		3	1	2		3			10
Grand total	47	17	20	93	69	23	26	131			426
Occupational levels (%)		Male				Female			Foreign nationals
	A	C	I	W	A	C	I	W	Male	Female	Total
Top management											100
Senior management	8			58				33			100
Professionally qualified	6	5	9	48	6	1	5	21			100
Skilled technical	10	4	3	13	18	7	8	37			100
Semiskilled	18	4	4	7	26	6	6	30			100
Unskilled
Exceptions – permanent staff not matched
Total permanent	11	4	5	22	16	5	6	31			100
Temporary employees		10		30	10	20		30			100
Grand total	11	4	5	22	16	5	6	31			100

EE - Based on DTI codes (At 31 December 2009)

Occupational levels		Designated male					Non- designated			Designated female					Non- designated
	A	C		I	W		foreign national		A	C		I	W		foreign national		Total
Top management	4					8			1		1			1			15
Senior management	47	15		40	311		24		32		10	23		86	11		599
Professionally qualified	604	345		566	1 662		86		573	412		570	1 644		85		6 547
Skilled technical	1 351	642		642	645		35		2 387	1 591		1 283	1 945		94		10 615
Total management	2 006	1 002		1 248	2 626		145		2 993	2 014		1 876	3 676		190		17 776
Semiskilled	740	291		153	103		4		1 552	786		392	616		22		4 659
Unskilled
Permanent staff not matched	1					1			1					1			4
Total permanent	2 747	1 293		1 401	2 730		149		4 546	2 800		2 268	4 293		212		22 439
Temporary employees	377	99		85	343		38		691	163		86	239		39		2 160
Total dti	3 124	1 392		1 486	3 073		187		5 237	2 963		2 354	4 532		251		24 599

Occupational levels (%) Black   Black     people   female African Top management 40,00   13,33 33,33 Senior management 27,88   10,85 13,19 Professionally qualified 46,89   23,75 17,98 Skilled technical 74,39   49,56 35,21 Total management 62,66   38,72 28,12           Semiskilled 84.01   58,60 49,20 Unskilled 0,00   0,00 0,00 Permanent staff not matched 50,00   25,00 50,00 Total permanent 67,09   42,85 32,50 Temporary employees 69,49   43,52 49,44 Total dti 67,30   42,90 33,99

Included for reconciliation purposes Total Total dti 24 599 Add secondees 23 Add international 1 646 Add external entities (Imperial) 1 153 Less payroll temps headcount 384 Number of employees 27 037 Add payroll temps (FTE*) 371 Add non-payroll (FTE*) 1 547 Nedbank Group total (HCD**) 28 955 * Full-time equivalent.   ** Human capital development.

Retaining our talent

In 2009 the Nedbank Group EVP and employer brand were promoted by means of conference presentations, branded recruitment advertising, publishing of editorials in employer branding and graduate publications and participation in career expos and campus career days. To reduce recruitment costs recruitment efforts for the year were focused on utilising the Nedbank careers website, the e-recruitment system as well as employee referrals as a first point of reference when recruiting.

In total 427 positions were advertised on the external e-recruitment system, and 3 027 positions were advertised on the internal e-recruitment system. The external talent database had 40 370 curricula vitae of interested candidates registered. A total of R249 000 was paid to Nedbank Group employees for employee referrals. In 2009 over 7 686 applications were received for the 2010 Nedbank Graduate Development Programme (NGDP) recruitment campaign following eight campus visits. These applications resulted in 88 graduates being accepted onto the 2010 NGDP.

Flexible work practices (FWP) were introduced in 2008 with the aim of enhancing the EVP and taking into account the effect of work practices on productivity and a balanced lifestyle. In 2009 the FWP offering was enhanced by implementing two-, three- and four-day workweek options. To date 483 staffmembers formally applied for FWP.