HUMAN CAPITAL PERFORMANCE
Super Groupโs people are the heartbeat of its business. Their collective skill, adaptability and unwavering commitment creates an unassailable strategic advantage.
WORKFORCE DISTRIBUTION
Super Group has 20 007 employees (2022: 14 934) working across 24 countries. The majority are currently based in South Africa. The increase of 5 073 employees is primarily due to the acquisition of RSC Consulting Services.
SKILLS DEVELOPMENT
Developing and retaining a skilled and diverse workforce is essential to Super Groupโs delivery of world-class client solutions and its ongoing competitiveness in demanding markets. Investing in continuous learning and development empowers the Groupโs employees with the necessary skills, knowledge and confidence to excel in their roles. This enhances their performance and efficiency, fosters a positive work culture and boosts employee morale.
By actively participating in a varied training and skills development programme, Super Group employees stay up to date with industry trends, best practices and emerging technologies, enabling them to adapt to changing business landscapes. Well-trained employees are also better equipped to handle challenges, make informed decisions and provide exceptional service to our customers, ultimately contributing to the growth and value creation of the business.
More than 3% of payroll cost was invested in skills development initiatives, including learnerships, apprenticeships and management development programmes
41% (2022: 42%) of the Groupโs employees received training
In South Africa, 4 545 employees (30% of the workforce) participated in training and development initiatives. This included learnerships in the disciplines of management, labour relations, freight handling, transport, retail operations and business administration.
Formal programmes at higher education institutions, designed to equip individuals with the expertise necessary to excel in current andย future roles, are important part of the training curriculum. Together with on-the-job training, workshops and mentoring, theseย initiatives cater for diverse learning styles and needs.
The Groupโs skills development strategy ensures that disabled learners participate in skills development programmes. In one such initiative, 65ย (2022: 54) disabled African women were recruited to participate in the Groupโs contact centre learnership programme. This brings the number of women who have graduated from this programme to 119.
| Work-based learning is a game changer |
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Implemented in 2022, the Apprentice Work Readiness Programme run by Dealerships SA equips previously disadvantaged, unemployed young adults between the ages of 18 and 25 with the skills and experience necessary to succeed in the workplace. To date, 22 students, including five women, have successfully completed the programme. All of them have gone on to work for Super Group and are now enrolled in a four-year apprenticeship programme. The programme lasts three months and takes place in a simulated dealership workshop environment, teaching participants soft skills and on-the-job competencies. The curriculum includes 15 modules covering topics such as diagnostics, time management, safety protocols and equipment and components. Upon completion of the programme, participants are well-equipped to enter the workforce and can immediately add value. This groundbreaking programme is hosted by Super Groupโs Auto Prestoย business in Gleneagles, Johannesburg. |
| Tackling youth unemployment |
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With the youth unemployment rate at around 62%*, the greatest struggle young South Africans face is finding meaningful employment. Creating more opportunities for young people, and supporting them in realising these opportunities, is a priority for the country and a task that the YES initiative is tackling head-on. YES (Youth Employment Services) provides 12-month quality work experience for young black South Africans to boost their employability. The CV and reference letter they receive at the end of the programme gives them a three times greater chance of an interview callback. Theย real-world skills they gain also substantially improve their confidenceย and capability. Super Groupโs Dealerships division is proud to be part of the programme. Since joining YES in 2019, it has given 128 unemployed black youth the opportunity to work across the Dealerships network, gaining invaluable workplace experience in new and pre-owned vehicle sales, parts, service and administration. 73 of these young men and women were permanently employed within the division after their 12-month workplace experiences. By supporting YES, Super Group is helping to break the cycle of unemployment โ exposing young people to Super Group and building aย talent bank for the automotive retail industry. Visit https://www.yes4youth.co.za/ to learn more. *Statistics South Africa |
TRANSFORMATION AND GENDER EQUALITY
TRANSFORMATION
Super Group believes that a more equitable economy will benefit all South Africans and that B-BBEE is key to sustainable economic growth and social development. This philosophy is encapsulated in the Groupโs employment equity policy, which places economically viable and self-sustaining transformation at the heart of our people practices. These practices are deliberately designed to promote the greater inclusion ofย employees across a variety of backgrounds. Individual development, equality and performance-based advancement are the cornerstones ofย these transformation initiatives, aimed at progressing and maintaining a balanced, highly skilled workforce.
Super Groupโs commitment to diversity and inclusion is reflected in its Level 2 B-BBEE accreditation. The Group views this rating as tangible evidence of its ongoing work to promote greater economic participation by Black people. This is essential for sustainable growth, providing a distinct competitive advantage for new business and ensuring the successful retention of existing contracts.
(2022: 85%) of the South African workforce.
The Group Social and Ethics Committee routinely reviews how effectively the Groupโs practices translate into achieving transformation and gender equality targets, ensuring performance is aligned with industry best practice. Blackย employees now represent 81% (2022: 78%) of all South African management employees, comprising:
31%
(2022: 37%)
of top management, exceeding the target of 25%
26%
(2022: 33%)
of senior management, exceeding the target of 25%
68%
(2022: 67%)
of middle management, comfortably exceeding the target of 50%
90%
(2022: 87%)
(2022: 87%) of junior management, significantly exceeding the target of 60%
The South African employeesโ positions within the Group:
Super Group considers the focused and active promotion of gender equality as an economic and strategic imperative. Unlocking womenโs potential improves life for both genders, as empowering women to become active participants in the economy boosts productivity and enhances growth prospects. When women have more control over family resources, better outcomes are also achieved by their children.
Women represented 19% (2022: 21%) of Super Groupโs total workforce, just below the Groupโs 20% target.
Historically, girls and women often choose to pursue careers outside of traditionally male sectors such as transport and logistics. However, developments in digitisation, automation and robotics are rapidly breaking down barriers for women to enter careers traditionally considered as male-dominated. Super Group plays its part in this technologically enabled transformation of the industry by driving digital innovations thatย deliver efficiencies and competitive advantage and level the playing field for women.
Women as a % of the workforce per geography
South Africa
17%
(2022: 18%)
Australia
47%
(2022: 46%)
UK
25%
(2022: 30%)
Europe
22%
(2022: 29%)
In South Africa, women represent:
31%
(2022: 26%)
of top management, exceeding the target of 20%
30%
(2022: 39%)
of senior management, exceeding the target of 20%
16%
(2022: 16%)
of middle management, exceeding the target of 15%
14%
(2022: 18%)
of junior management, just below the target of 15%
HEALTH AND SAFETY
The health and safety of employees are non-negotiable and Super Group remains focused on attaining high standards of occupational health and safety (OHS). Protecting people from injury and illness is a moral and statutory responsibility that supports organisational efficiency through reduced absenteeism, improved productivity and reduced costs. Consistently meeting OHS standards is key to client delivery.
Training, on-the-job learning and technology are key to the pursuit of zero fatalities. It is with sadness that the Group reported one road accident-related fatality. With activities returning to pre-Covid levels, the total number of accidents decreased to 526 (2022:ย 549). Anย accident is an unplanned event that results in harm to people, damage to property or disruption of a process. Together with management, the Group Social and Ethics Committee critically evaluates the root causes of all incidents, accidents and injuries reported, as well as the improvements in operating procedures required to prevent repeat occurrences. The committee also reviews the Groupโs OHS protocols to ensure that best practice standards areย consistently applied.
In South Africa, the Health and Safety Manager reports to the Group CFO. Besides sharing best practice and other information with managers tasked with implementing compliance with the OHS Act, the Health and Safety Manager conducts regular compliance audits across all operating sites controlled by the Group and provides feedback to the relevant levels of management. Any findings require remedial actions within agreed time frames, and the Group CFO tables a report on the outcome of OHS compliance audits at the Group Risk Committee. A number of Super Groupโs operations areย ISO9001:2008 accredited.
The number of accident cases per business division are set out in the graph below. Fleet Africa had zero accidents in 2023 and 2022 and is excluded from the graph.
Also refer to the Group Social and Ethics report.โ