Interfront Annual Report 2022

PART D:HUMAN CAPITAL MANAGEMENT 63 7. HUMAN CAPITAL PERFORMANCE INDICATORS 8. TRANSFORMATION AND EMPLOYMENT EQUITY GROWTH 7.1 Maintain and Develop a Skilled, Diverse and Engaged Workforce As part of the broader people strategy, Interfront supports the development of its staff through: • Study assistance for those furthering their studies in fields aligned with Interfront’s objectives. • Internal training programmes. • Bursaries awarded to qualifying students studying Computer Science or IT at tertiary institutions. • Graduate Internship Programme. The training and development committee assists in identifying training needs for the various teams within Interfront. Below is a table indicating the costs associated with training and development of staff. Interfront Training Expenditure for the 2021/2022 Financial Year Business Unit Personnel Expenditure (R) Training Expenditure (R) Training Expenditure as a % of Personnel Costs No. of Employees at Year End Average Training Cost per Employee (R) Staff training 298 833 0.37% 111 2 692 Bursaries 120 803 0.15% 2 60 402 Graduate interns 101 150 0.12% 5 20 230 Professional membership 21 107 0.03% 4 5 277 Staff formal study assistance 91 327 0.11% 3 30 442 TOTAL 81 622 163 633 220 0.78% The Human Capital Department and the Employment Equity Consultative Forum (EECF) have been instrumental in creating organisational structures to achieve diverse and equal representation in the workplace. Interfront operates in a scarce skills environment. Thus, increasing our diversity levels over the past five years has been challenging, especially with regard to women, since the industry is dominated by men. In addition to ensuring compliance with regulations, we recognise the importance of recruiting and retaining a diverse workforce to ensure economic development. To this end, our internship programme has focused on individuals from the designated EE groups. Training new employees on the Employment Equity Act has improved the understanding of EE in the workplace. The Employment Equity Plan has been in place for the past five years and a new one will be developed by the EECF for the next five years. Below is a diagram illustrating the EE split among Interfront staff over the past five years.