Culture and Beliefs Policy

This policy is related to culture, religious beliefs, and the elimination of unfair discrimination and affirmative action within the company. The policy is formulated in adherence to the legal framework set forth by the Constitution of South Africa and the pertinent labor laws. It serves as a testament to the company's commitment to lawful conduct and ethical business practices. The provisions within the policy harmonize the diverse rights and duties prescribed by law with the operational necessities of the company and the welfare of its employees. The company ensures a balanced integrated approach to its legal obligations and corporate ethos.

The company values diversity and inclusion and has a statement that outlines its commitment to fostering a people-first culture through its commitment to diversity and inclusion, talent strategies that attract and build a skilled workforce, and impactful philanthropic initiatives. The company strives to develop a culture where its global workforce feels welcomed, valued, and respected with opportunities to gain experience and develop. The company believes that cultivating an environment that is inclusive of the broad range of cultures, backgrounds, and experiences represented among its employees, customers, and suppliers is integral to its success.

The company has an Equal Opportunity, the Elimination of Unfair Discrimination & Affirmative Action Policy, which accepts the responsibilities conferred on it as a designated employer, in terms of the Employment Equity Act (EEA), to strive to redress disparities in employment, occupation, and income within the national labor market by eliminating unfair discrimination and implementing affirmative action. The company is committed to promoting equal opportunity in employment through the elimination of unfair discrimination on listed grounds such as race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, color, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, birth, or on any arbitrary grounds.

The company also has a Gender Neutral Workplace policy, which is committed to creating a gender-neutral working environment free of stereotypical gender roles. The company recognizes that femininity and masculinity are variable, complex constructs that have an impact on social roles and relations. To ensure that it supports a working environment that is free of personal assumptions, social norms, and cultural ideologies, the company commits to critically consider the language used at work and to avoid biases in usage for job titles, advertisements for vacancies, language generally and the use of phrases, and gender-based terms.

The company also has a Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace, which emphasizes the importance of creating a work environment that is free from harassment and discrimination. This includes ensuring that all employees are treated with dignity and respect, regardless of their cultural background. The company makes provision to promote cultural sensitivity and respect, such as training programs during induction and in the course of an employee's employment to educate employees on cultural differences and how to interact with colleagues from diverse backgrounds.

The company also has a Culture and Religious Beliefs Absenteeism Policy, which recognizes the diversity of its workforce and respects the cultural and religious beliefs of all employees. The company strives to accommodate reasonable requests for time off for cultural or religious observances, while balancing operational requirements. Employees may request time off for cultural or religious observances by giving a written request to their manager at least two weeks in advance when possible. Leave requests will be considered based on the legitimate cultural/religious reason for the absence, operational requirements and impact on productivity/services, adequate staffing coverage during the requested time off, and the employee's leave balance and attendance record. Where possible, employees should use available annual leave days for cultural/religious observances. Unpaid leave may be granted in some cases at the management's discretion. For extended leave requests beyond annual leave provisions, employees may be approved to make up work time, use unpaid leave, or explore other arrangements based on the specific circumstances. Requests will be reviewed objectively, and any denials will be provided in writing with a legitimate business reason.