Interfront Annual Report 2022

PART D:HUMAN CAPITAL MANAGEMENT 65 Gender Representation among Interfront Staff for 2017/2018 to 2021/2022 Financial Years Five-year staff EE Growth Comparison Male vs Female 80 70 60 50 40 30 20 10 0 2017/18 2018/19 2019/20 2020/21 2021/22 Male Female 65 67 72 64 64 45 42 43 40 36 9. REMUNERATION It is our aim to pay staff competitive salaries for the work they do and positions they occupy. To ensure this, each year Interfront benchmarks staff salaries against industry norms. Where we find salaries are below par, we endeavour to rectify this as far as possible through salary positioning. We have also introduced a strategy whereby we aim to pay high-performing staff more than the median to increase staff retention and engagement. Exit interview results indicate that staff view our remuneration philosophy in a positive light. Below is the breakdown of the remuneration and rewards costs for Interfront for the year under review. Personnel Remuneration and Rewards for 2021/2022 Financial Year Occupational Level Performance Rewards Personnel Expenditure % Performance Rewards to Total Personal Cost Top Management 401 248 0.49% Senior Management 921 237 1.13% Professional Qualified 1 474 577 1.81% Skilled Technical 735 791 0.90% Semi-Skilled 26 843 0.03% Unskilled 17 602 0.02% TOTAL 3 577 298 81 622 163 4.38% 8. TRANSFORMATION AND EMPLOYMENT EQUITY GROWTH (CONT.)