Wesizwe Platinum strives to promote and preserve a workplace rich in diversity and recognises employment equity as both a moral and business imperative. The Company is committed to creating a workplace that is founded on mutual respect, fairness, integrity, non-discrimination and equal opportunity at all levels.
The Group’s employment equity targets are aligned to the Mining Charter and the Company has measures in place to monitor and measure compliance.
Skills Development and Training
Wesizwe Platinum recognises employee training and development as a key factor in meeting the organisation’s strategic, business and operational goals. Training ranges from specialised management and leadership courses to Adult Basic Education (ABET).
In addition, the Company awards bursaries annually to academically qualifying and financially needy students in the North West province, primarily in its host communities, who are studying in mining-related disciplines. The bursary scheme is a critical element of Wesizwe Platinum’s talent development strategy and a move to address the issue of scarce skills that is plaguing the mining industry.
Resourcing from Local Communities
As far as possible Wesizwe Platinum aims to source labour from the local communities and has committed to targets in the social and labour plan.
With mine development on track at the Frischgewaagd-Ledig Complex, there will be opportunities for employment during the construction and production phase of the project. Already a number of job opportunities have been created for community members in the security company and as part of the earthworks programme.
However, in the first five years of mine development, the job opportunities will be mostly in specialised civil works related to shaft sinking activities. The skills requirements will vary from suitably qualified general labourers to mining engineering specialists. Full-scale recruitment in preparation for full production is only expected from about 2016 onwards. A transparent recruitment process will be implemented before the end of 2011 to further advance the recruitment of local labour and a recruitment officer has been appointed to ensure that due process is followed.
To facilitate the process of hiring from the local communities, Wesizwe Platinum has conducted a skills audit in the area. The audit surveyed over 2 400 community members to assess the current level of skills and knowledge. The information collected will form part of a database that will be used for recruitment purposes but will also inform priority training needs to ensure that the necessary skills are available for future recruitment as the mine’s employment requirements grow.
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