Transformation at Scaw

Scaw is a first mover, being one of the first steel producers to attain a level 2 B-BBEE certification. This achievement bears testament to Scaw’s commitment to transformation. This extends not only to racial diversity but promoting women in a traditionally male-dominated industry. Our success in this regard is evident in Scaw’s women’s forum (read more here).

Following a review of the new incoming B-BBEE codes, the Social, Ethics and Transformation Committee set a target of level 4 and action plans were set in motion to achieve this. Notably, Scaw exceeded its target achieving level 2 under the new codes.

Siyaphambili

Siyaphambili is Scaw’s transformation project which encapsulates our commitment to transforming our workforce and houses the ongoing staff education and communication in this regard.

B-BBEE scorecard

B-BBEE code* Maximum points
(old codes)
FY14 Maximum points
(new codes)
FY15
Equity ownership 23 23 25 25
Management control 11 8,9 19 12,48
Employment equity 18 4,0 n/a n/a
Skills development 15 5,3 20 21,23
Preferential procurement 20 19,3 n/a n/a
Enterprise and supplier development 15 15 40 31,93
Socio-economic development 5 5 5 5
Total 107 80,5 109 95,64
    B-BBEE level 3   B-BBEE level 2

*Description as per new codes where applicable.

Employment equity

Since June 2013, a formalised five-year employment equity plan has been in place. The plan places an emphasis on achieving a demographic that is in line with South Africa’s environment. We believe our approach will ensure a mix of skills and cultures as well as a balanced cross-generational worker profile. In addition, we place particular emphasis on improving gender representation.

Our national Employment Equity Committee drives the group’s employment equity agenda in compliance with legislation and according to the five-year plan. Employees are encouraged to communicate any concerns related to employment equity (diversity, discrimination or harassment) to committee members in their respective areas, or to the group transformation and employment equity manager.

There were no reported incidents of discrimination during the year.

The group’s employment equity by occupational level is set out below:

Management control %


Occupational
level
Proportion of
black management %
Top management 50
Senior management 31
Middle management 45
Junior management 76
Total 70
Gender equity

Women in management performance

255 Total number of women in management

Target: 14,89%
Required: (26)

Scaw has 301 QSE businesses in its supply chain

Scaw spent R392 million on these QSE businesses

607 Total number of women at Scaw Metals

Target: 12,62%
Required: (149)

Scaw has 301 EME businesses in its supply chain

Scaw spent R345 million on these EME businesses

Case study

Women to the fore

Scaw has made a public commitment to encouraging and promoting women in the workplace. To this end the group launched the Scaw women’s forum (SWF) during 2015. The forum is tasked with driving the agenda of women in the workplace and developing a plan to uplift female employees. Its objectives include nurturing and mentoring female employees with the end goal of increasing gender diversity, making Scaw an organisation that attracts females. We strive to offer attractive opportunities for women within both the technical – electrical, mechanical and metallurgical engineering – and professional administration fields.

The industry in which we operate is neither conducive nor attractive for women, creating a very small pool of potential female employees. There are no specific legislative requirements that require the promotion of gender diversity, save for the general tenets of the Employment Equity Act. This makes the work of the SWF a long-term journey.

SWF has identified three immediate challenges:

  • Internal engagement
  • Upgrading women’s facilities
  • Creating awareness of female presence in the industry, particularly with male colleagues

The forum has put in place a comprehensive action plan which includes:

  • Ensuring female employees and students are included in existing employee development plans such as graduate and learnership programmes
  • Creating a database of all female employees to communicate messages relating to women’s issues
  • Establishing a buddy system for female employees
  • Conducting a roadshow to all sites during Women’s Month
  • Arranging a plant visit for girl students from the local community
  • Profiling female employees with rare skills to different stakeholders

The forum kicked off by communicating its objectives internally and to external stakeholders and encouraging employee support for building a new culture that addresses women’s issues.

SWF in action – Scaw’s first female boilermaker

Hamese Maite, the fourth of six children, was born and raised in Limpopo and in 2012 was offered the opportunity to do a boilermaker apprenticeship with Scaw. She qualified as an artisan boilermaker in October 2015 and was employed at Scaw – making her the first female boilermaker in the company’s history!

“I enrolled in Scaw’s apprenticeship programme despite knowing that my chances were limited and through the programme realised my passion for engineering. In a male dominated industry I knew the odds were against me. Men and women are treated differently and women are not given as much opportunity to apply themselves as men are. They always need to exceed boundaries to be acknowledged. However, for me it’s not a matter of gender but rather ability and capability.

“During my studies I faced a number of struggles being a female student. I had to discover my identity within the organisation while also learning about the organisational structure and as a female student was constantly told that I am too young or not physically fit to do the job. However, I had a hunger to learn and the support from my fellow trainees and senior artisans, who showed me the way. Although discouraged at times and close to quitting, I stepped up every time to prove my worth.

“I thank God and my family for being there with me through this journey. I pay homage to senior artisans who showed me the ropes as well as the knowledge given to me. Women should not be afraid to enter male dominated industries and take on leadership roles. Through this opportunity I intend to empower women as well as the youth to aspire for more and do the impossible. I have also been equipped with tools that I will use beyond my work environment as through the programme I learned to ignore set standards and boundaries, to disprove myths and really show that women can do what men can do. This is my greatest achievement as it is a life accomplishment. The globally recognised certificate also enables me to work anywhere in the world.”