Post on 30-Oct-2014
description
transcript
Massmart’s Approach to Diversity & Inclusion
Pearl MaphosheSeptember 2012
Massmart Structure
Massmart Holdings
Mass
build
Mass
warehouse
Mass
discounters
Masscash
Wholesale
Masscash
Retail
Warehouse
Express
Trade Depot
MakroGame
Dion Wired
Browns & Weirs
Shield
Jumbo
Cambridge Food
Alignment With Business Strategy
Leadership Pipeline
Critical
Positions
Integrated Human Resource Management Strategy
HR
Strategy
Business
Strategy
Business
Outcome
Talent
Outcome
Workforce Diversity & Inclusion
Attraction & Acquisition
Performance Management
Learning & Development
Total Rewards
Retention & Engagement
Risk & Compliance
We Value Diversity by:
• Accepting, respecting, celebrating and valuing individual differences;
• Capitalizing on the diverse backgrounds and experiences of our staff, customers, suppliers and stakeholders.
We Value Inclusion by:
• Identifying, addressing and removing
barriers in our environment;
• Facilitating opportunities that result in
effective and meaningful participation;
• Drawing ideas and creating solutions that are multidimensional and universal.
Legislative Framework
• Black Economic Empowerment Act 53 of 2003;
• Employment Equity Act 55 of 1998;
• Skills Development Act 97 of 1998;
• South African Constitution.
Key Diversity and Inclusion Questions
• How can we use the way we think, the way we do business and the way we are to create competitive advantage in the market place?
• How can we attract top talent that reflects the rainbow nation to position Massmart for current and future success?
• How can we drive innovation and growth by leveraging the rainbow nation?
• How can we create an environment that is supportive of collaboration and that promotes superior performance for all our people?
The Business Case: Diversity alone is not enough
• Economic marginalization leads to social and political instability;
• Businesses that are successful in leveraging the diversity of their people and supplier base are better able to adapt to changes in the external environment;
• Inclusive companies score higher on customer satisfaction, productivity index, profitability and generally have lower stuff turnover.
SA Specific Business Case
• The changing demographics of SA are transforming the culture and the buying habits of our nation;
• Business involvement in these
communities, from supplier-diversity
(BEE/local sourcing) to CSI initiatives to
recruitment and retention of diverse
employees sends a strong signal of
support to potential customers within
these communities.
Creating a sustainable competitive advantage
Organisational maturity
Co
mp
lexi
ty
Culture
Enhancing “how we do things around here” and improving the way people think. Behave and perform in organisations
Inclusion
Making the fullest and best use of the diverse talents, skills, perspectives and experiences
Diversity
Increasing the richness of different talents, skills, perspectives and experiences
Source:Price Waterhouse Cooper Open University
What Diversity is NOT
NOT just a good idea;
NOT only about non-commercial CSI;
NOT just a moral imperative.
Bottom-Line Business Benefits
• Attraction and retention of top quality
talent: Employer of Choice;
• Improved morale among employees;
• Talent optimization: Improved productivity due to better leveraging of skills and competencies within the organization;
• Stronger relationships with strategic stakeholders;
• Increased ability to compete in the market place.
True Value of Diversity and Inclusion
• An Employer of Choice;
• A Business Partner of Choice;
• A good Corporate Citizen;
• A Global Business.
Virtual Cycle of Diversity & Inclusion
Diverse & Inclusive Work Culture
Employer of Choice
Market Leader & Business Partner
of Choice
In a NutshellMarket Focus
Leadership and People Focus
Culture Transformation
Recruitment and Retention
Diversity and Inclusion
Sustainability of Diversity and Inclusion
Workforce InclusionWorkforce Diversity
Commitment Communication Measurement Accountability
To create a culture that fosters innovation productivity and respect for all people
CorporateMission
StrategicPillars
ChangeDrivers
Massmart’s D & I Strategic Framework
Scope of Diversity & Inclusion
The way we are
The way we think
The way we do
things
Diversity & Inclusion Goals
Have a workforce broadly reflective of the demographics in South Africa
Identify and address barriers within Massmart
Attract, develop and retain talented people from all population groups including designated groups
Create processes, policies, plans and practices that promote Massmart as an Employer of Choice
Diversity & Inclusion Framework
Accountability loop
Executive sponsorship
Coherent strategy
Alignment of D&I with Talent
Management Socialization
Policy Review & Development
Measurement
Diversity & Inclusion
Framework
Our Guiding Principles
• Demonstrated leadership commitment;
• Effective communication;
• Continuous education, awareness and skills development;
• Shared accountability and responsibility for D & I;
• Effective measurement of D & I efforts.
Diversity & Inclusion Scorecard
Undertake regular culture survey; Review recruitment, Learning &
Development and retention practices to ensure the identification removal of barriers to employment and
Create mentorship & job shadowing opportunities.
Ensure that senior leaders are consistently visible and vocal in communicating their commitment to diversity as a performance standard and a business priority;
Create awareness of Massmart’s Diversity & Inclusion strategy;
Use the information from the employer surveys to identify barriers to inclusion in our environment and
Development customised plans to address identified barriers.
Recruit the best & most diverse talent available & to develop & retain that talent at all levels of Massmart;
Implement the Employment Equity Act; Implement the Skills Development Act; Establish Diversity & Inclusion Council Further roll out of Black Scarce Skills
Share Trust (BEE shares).
Engagement survey; Employee value proposition; Actively promote our employer brand
and Promotion of all tenants of Broad-
Based Black Economic Empowerment.
Survey results demonstrate that over time Massmart has a diverse workforce and
Representation of diversity in top management levels & succession plans.
Participation rate; Diversity & Inclusion index on
recruitment & promotions and Survey results.
Diversity councils and circles and Diversity & Inclusion training.
Diversity & Inclusion discussion throughout the organisation, twice per annum;
Integration of D & I as an integral measure of performance management and
Visible demonstration and observance of D & I.
A workforce that reflects the rainbow nation;
Lower staff turnover and Sustained investment on the
development of designated groups.
Sustainable competitive advantage through Diversity & Inclusion in our workforce and supplier-base.
Progress on representation of designated groups on the Massmart workforce especially in top management;
Equitable representation on all L & D programmes on the Massmart Corporate University and
Improved retention rate.
Survey Results; Bursary Scheme; Massmart GDP and Procurement spend on Small Medium
Enterprise, black owned companies & women owned companies.
Goals
Have a workforce broadly reflective of the demographics
in SA
Identify and address Diversity & Inclusion barriers within Massmart
Attract, develop and retain talented people from all
population groups including designated
groups
Create processes, and practices that
promoted Massmart as an Employer of
Choice
Activities Performance Indicators Desired Outcomes
Conclusion
• Strategic imperative;
• Commercial value and leverage of D & I;
• Multi-dimensional and not a numbers game;
• Internal and external focus;
• D & I is the key to business success.