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We prioritise equitable employment practices and acknowledge that employment equity is a long-term commitment to create an equitable work environment. In order to attain this, we need to focus on:
- Achieving equitable representation of employee groups from South Africa
- Removing barriers to the advancement of designated groups
- Valuing diversity
Our objective is not only to ensure compliance with the Employment Equity Act but also to integrate the principles into business practices, to encourage a productive sustainable work environment. In the process, we will be guided by the Property Charter. We have started the journey towards this objective by:
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Completing an education and awareness process for all staff
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Constituting the statutory representative body for staff. The statutory report for a new designated employer was submitted to the Department of Labour in December 2008. We also began educating the representative staff forum, to ensure they are aware of their duties and empowered to make this a living participative process
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Setting numeric objectives for the year ahead. From a demographics point of view, the priority is to ensure greater gender representivity at senior levels and racial representivity of around 50% by 2010
We also promote transformation and equal opportunity in the organisation through the following initiatives:
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In January 2009, formally adopting our own Human Resources Policies and Conditions of Employment, in which we commit not to engage in any discrimination that would be unfair either in terms of the Employment Equity Act or any other applicable legislation
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The Transformation Committee of the board overseeing all transformation initiatives, including employment equity and empowerment. These interventions are driven primarily through the Human Resources division
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In fostering a philosophy of ownership in Growthpoint, enabling each employee to participate in the Staff Incentive Scheme. As part of the management internalisation process, all employees were eligible to participate in the scheme and were awarded options (First Award) over linked units. Ownership vests in equal tranches over four years, with the first vesting taking place in September 2008. In total 8,5 million linked units were acquired for the staff share scheme trust and the total value of those linked units was over R90 million
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Enabling new employees to participate in the Staff Incentive Scheme on completion of six months' service. Ownership of scheme options awarded since the First Award vest over five years, with none of the units vesting in the first anniversary of allotment but in equal tranches starting from the second to the fifth anniversary of allocation |
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