Employment Equity
Engen acknowledges the diversity of our people. We pursue equal employment opportunities
with no discrimination on the basis of race, ethnic or social origin; culture; language;
gender; sexual orientation; marital status; pregnancy; family responsibility; religion,
belief or conscience; political opinion; age; disability or HIV/AIDS status.
Cognisant of the impact of past discrimination, we have set appropriate employment
equity goals and programmes and other measures to ensure greater participation of
designated groups at all levels of the organisation.
EE Programmes
Engen's EE programmes are implemented by line managers, whose performance is evaluated
against set targets. Our EE Plans form an integral part of our strategic business
plans. Engen has six committees dealing with EE; at the organisational level, the
over-arching EEC is chaired by the CEO.
- Females, in particular African females, remain our greatest improvement
opportunity. We have refined our approach to take part in the annual Leadership
in Oil and Energy Programme.
- Engen also places great emphasis on male representation, especially
WM, CM and IM, where EAP targets have been exceeded.
- There is still a skewed representation of AM in senior job categories,
with 61% of this category in semi-skilled areas.
Way Forward
- A recruitment drive that addresses race and gender in senior and core
business occupational levels
- A training programme using the scarce and critical skills audit of 2008
to ensure depth
- An incentive model to attract and retain critical skills
- Promotion of strategic skills transfer
- Promotion of a culture of diversity
- A focus on people with disabilities
Engen is currently reviewing its 5-year Employment Equity Plan to ensure a sustainable
and representative transformation plan to sustain our business in a competitive,
turbulent market.