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NEDBANK GROUP EMPLOYEE PROFILE
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Accelerating transformation
Nedbank is committed to continuing to accelerate transformation, both within the organisation and in support of the country, and 2010 saw the group moving forward in its realisation of this objective. During the period under review Nedbank Group was in joint first place in the Financial Mail/Empowerdex T op Empowered Companies Survey on the Department of Trade and Industry (dti) Codes in respect of the employment equity, social development and management control dimensions.The following table shows the current demographic profile of the group based on the Employment Equity (EE) Act definition of occupational levels at 31 December 2010.
Employment equity
The year 2010 saw Nedbank Group in the final stage of its 2008 – 2010 Employment Equity Plan. A new target-setting model and approval process allow for group targets to be calculated based on the individual cluster targets, and the review and approval process is now aligned to the three-year business planning process. The 2011 – 2013 employment equity targets, including targets for people with disabilities, was approved by the Group Executive Committee (Group Exco).Nedbank Employment Equity Forum (NEEF) continued to function well under the chairmanship of the Group Chief Operating Officer, Graham Dempster. Graham's tenure as Chairman ended in December 2010 and the position was filled by Mfundo Nkuhlu, the Managing Executive of Nedbank Corporate, with effect from 1 January 2011.
Focus areas for the forum were identified for 2010 to ensure an objective-driven approach for the year. NEEF monitors and evaluates the implementation of the employment equity plans in each of the group's clusters. Consultation on the group 2011 – 2013
| Employment Equity Pan was a key focus area for NEEF in 2010.
Nedbank Group continues its drive to becoming a fully disabilityaccommodating organisation. The table above provides a breakdown of the profile of people with disabilities within the group at 31 December 2010. As part of a broader diversity framework that was developed and approved in 2010, Nedbank Group has implemented a number of initiatives aimed at promoting tolerance and fostering good relations among all its employees, including specific initiatives for women and people with disabilities. The People with Disabilities (PWD) orum continues to function well and the chairperson is also a member of the NEEF, ensuring that matters affecting people with disabilities are channelled through the correct transformation governance structures. |
In April 2010 the group placed 15 learners with disabilities within the various clusters, through a partnership with Bank Sector Training Authority (BANKS ETA) and Boston City Campus. By participating in this partnership, Nedbank Group has contributed to the broader skills development agenda for people with disabilities.
The PWD Forum has also been instrumental in driving communication aimed at raising awareness on matters related to people with disabilities. A drive to encourage staff to declare their disabilities was initiated in the runup to International Disability Day on 3 December 2010 and saw an additional 45 Nedbank Group employees declaring their disability status. Such declaration allows the group to better accommodate the special needs of these employees.
Nedbank Group is a member of South African Employers 4 Disability (SAE4D), an organisation that represents the interests of the national business community in its efforts to meet disability employment targets and further the wider disability equity agenda.
Recently, the group participated in the Top South African Companies and Disability Survey conducted by Stellenbosch University. The group received a benchmark report on disabled employees and disability practices in South Africa, which will be used to provide further impetus to the bank's efforts in this area of transformation.
Gender equity
The Nedbank Women's Forum continues to perform a vital function in the group and remains a key vehicle in advancing gender equity in the workplace. In 2010 the forum again offered its highly successful Women Empowerment Programme, which is aimed at equipping Gauteng-based female junior managers with skills for better career prospects within the bank. The Women's Forum also hosted a number of events to mark Women's Month in August as well as Breast Cancer Awareness in October.
Employee relations
Nedbank Group is committed to fostering sound employee relations and acknowledges the rights of employees to representation, freedom of association and collective bargaining as a way to determine conditions of service.
The following table provides an overview of the number of disciplinary incidents, disputes and Commission for Conciliation, Mediation and Arbitration (CCMA) cases recorded in 2010:
While the number of disciplinary incidents and disputes referred to the CCMA in 2010 represents an increase over 2009, it is not possible to ascribe this increase to any single factor. The number of dismissals during the period under review decreased compared with 2009. The majority of dismissals occurred as a result of dishonesty or gross negligence. Nedbank Group's approach to dismissals remains one of a fair disciplinary process.
A special escalation procedure was established for unfair discrimination, sexual harassment and bullying cases. A number of cases reported via this procedure have been escalated to the Industrial Relations Oversight Committee. All cases of this nature now receive attention at senior levels of the organisation, protecting staff and helping to prevent unnecessary litigation.
Formal and informal management training, as well as focus group sessions, were offered on the industrial relations (IR) aspect of managing discipline, grievances and performance. In 2010 a total of 319 (2009: 333) managers and supervisors attended these sessions.
Internal ombudsman
The Nedbank Ombudsman provides employees with an additional channel to voice any concerns they may have regarding issues such as victimisation, racism and discrimination. The ombudsman's role is to facilitate discussions between employees, HR and line managers and to allow the line manager to resolve matters accordingly. In 2010 a total of 99 incidents were handled by the Nedbank Ombudsman, compared with 77 in 2009.
Collective bargaining
The group continues to embrace the principles of collective bargaining as a means of encouraging a healthy employer-employee relationship. At 31 December 2010 altogether 68,2% of permanent Nedbank Group employees belonged to the collective bargaining unit. The group is committed to utilising this process as a means of agreeing the terms and conditions of employment as well as any restructuring that may be required.
During 2010 two outsourcing projects were successfully concluded, impacting 79 staffmembers. The integration of Imperial Bank staff into Nedbank was also successfully concluded without any forced retrenchments.
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