Our business is built around great people who see and do things differently. Developing our talent and building a strong pipeline of leaders is crucial in achieving our growth ambitions and delivering...

How are individuals performing ?


Extracted text: Our business is built around great people who see and do things differently. Developing our talent and building a strong pipeline of leaders is crucial in achieving our growth ambitions and delivering on Our Passion. Our Leadership Standards set out the leadership attributes and behaviours we see as key in developing a performance-driven organisation. We measure success by the inclusivity and diversity of our workforce, the strength of our leadership pipeline, the skills and capabilities of our people in all functional areas, and the healthy relationships maintained with our people and the labour organisations that represent them. DELIVERING ON OUR STRATEGY IN 2019 We continued to progress towards improving diversity and inclusion in the organisation: -Employment Equity candidates made up 80% of external hires at executive level and 67% of senior internal promotions in 2019. We conducted a Diversity and Inclusion study amongst employees to identify obstacles to, and opportunities for, creating an inclusive culture at RCL FOODS. Design of an engagement process has been initlated to address areas of concern.


Extracted text: Multi-year wage agreements were successfully concluded in the Consumer division, while our Logistics division joined the Road Freight Association Bargaining Council to improve formalised representation for the employees in the logistics industry. • We continued to build our leadership pipeline, with more than 400 of our managers having completed our RCL FOODS Leadership Development Programme, 149 graduates having entered our Management Trainee Programme to date, and 33 future leaders having entered our newly- launched RCL FOODS Emerging Leaders Programme. • R44,4 million was spent training over 10 000 employees. A key initlative is a new learnership programme for 21 Black disabled employees in our Sugar business unit, which will enable them to work towards a NQF Level 3 National Certificate in Business Administration. • The "Let's Talk" mobile communication platform was launched, allowing for authentic relationship building through active two-way engagement with our employees at all levels. • We maintained an active social media recruitment effort across multiple platforms. We were honoured to be recognised as the "Best talent acquisition team" in the Inaugural LinkedIn South African talent awards. 2020 KEY DELIVERABLES We plan to malintain the momentum gained in inspiring great leaders of. romorrow across every level of employee in the oiganisation