AFRICAN DAWN ANNUAL REPORT 2019 The Staff The current year saw a small decrease in our workforce from 59 to 55. Afdawn strives to uplift and enable individuals of all backgrounds and are proud to report: 2019 2018 2017 2016 2015 2014 Women (as % of total workforce) 69% 68% 65% 65% 71% 65% Women of colour (as % of total women employed) 47% 44% 41% 57% 49% 54% Total people of colour (as % of total workforce) 55% 53% 51% 51% 41% 46% Afdawn’s empowerment process is not just by way of employment but also through in-house training, knowledge-sharing and specialised external training, where needed. Male Female African White African White Total Executive 0 3 0 0 3 Senior management 0 4 0 0 4 Middle management 0 1 0 0 1 Junior management 1 2 4 6 13 Skilled 0 3 0 2 5 Semi-skilled 3 0 15 4 22 Unskilled 0 0 7 0 7 Total permanent 4 13 26 12 55 Temporary employees 0 0 0 0 0 9 Total employees 4 13 26 12 55 17 38 55 Remuneration The remuneration policy is one of simplicity with remuneration assessed to be in line with targets with additional incentives for performance. The remuneration aims to develop and retain talent currently employed in the group. This helps to attract and retain people with the appropriate skills and knowledge to meet the present and future demands. AfDawn itself is considered an Exempt Micro Enterprise under section 4 of the Revised Code of Good Practice given that the Company’s turnover is less than R 10 million and therefore it is deemed to have a B-BEE Status of Level 4 and a B-BEE recognition level of 100%.
AFDAWN AR FINAL 2019
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