Peter Blond

Over the years, clothing manufacturer Peter Blond has developed into a respected supplier of high quality ladies outer garments for the Woolworths and Truworths retail chains.

Investing in human capital

People growth and development

Creating a ‘People Promise’ to attract and retain our staff (Employee Value Proposition)

In order for the IDC to attract and retain talent, we embarked on a strategy to define our ‘people promise’ – a set of attributes that appeal to current employees in the company and potential employees that may be in the market looking for new opportunities. It defines those aspects that would be appealing to future and existing employees to be ‘connected’ to the Corporation. These attributes define what differentiates IDC from other potential employers as an employer of choice.

Talent management and succession planning

Managing and developing IDC talent requires that all staff are appraised on their performance and that development plans to support them are in place. 97% of staff completed performance reviews and 92% contracted a personal development plan in 2012/13.

Business continuity remains critical to the IDC. To this end we have identified key positions which are critical to drive performance now and in the future. Succession plans have been developed to ensure that there is a sufficient talent pipeline for these critical roles. High performing individuals (HIPOs) and potential successors have been identified for focused development and consideration for leadership roles in the future.

During the year under review all managers and leaders underwent our leadership competency assessments to enable us to determine the leadership bench strength and development needs within the leadership team. The specific management and leadership skill sets (competencies) were assessed and an analysis of where our managers and leaders are performing well and where further focus and development is required, was determined. In addition development needs and plans aligned to the assessment outcomes for each manager and leader was determined. Development areas will be supported through the relevant and appropriate platforms/interventions on an ongoing basis.

Managing employee relations

During the period under review a total of 17 employee relations matters were managed, ensuring that the appropriate conduct and behaviour of employees is appropriately managed.

Nature of disciplinary action Number
Verbal warning 2
Written warning 11
Final written warning 0
Dismissal 4

Facilitate transformation and change in our business

Employment equity

The IDC firmly believes that a diverse workforce that is representative of South African demographics enhances its ability to operate, engage and significantly impact the environment in which it operates. In addition, harnessing the diverse talents and background of all employees, irrespective of cultural and ethnic origin, is important to ensure inclusivity and representivity.

In driving the appropriate focus on employment equity in the Corporation, a representative Employment Equity Forum has been constituted and elected by employees. The forum is representative of the demographic profile aligned to the IDC profile, including representivity of employees with disabilities, a regional footprint, as well as ensuring all occupational levels are represented. The equity representation of the forum is detailed here:

Race Male % male representivity of total forum Female % female representivity of total forum
African 5 25 7 35
Coloured 0 0 2 10
Indian 1 5 1 5
White 2 10 2 10
Total 8 40 12 60

Representivity by occupational level is provided below:
Levels Number of members % of representation
Top management
(E Band)
1 5
Senior management
(M1 Band – Heads)
2 10
Professionally qualified
(M Band)
9 45
(P Band)
1 5
(A Band)
7 35
(S Band)
0 0
Total 20 100

In the 2013 employee engagement survey, 64% of staff agreed with the statement that “people of all backgrounds can succeed in the IDC”, an improvement over the 60% who agreed with the statement in the 2011 survey.

IDC management executes our employment equity plan. The plan details our employment equity targets down to business unit level, taking into consideration each unit’s business priorities and skill requirements. Specific action plans are embedded to address areas for improvement and to ensure that we sustain a conducive working environment.

The overall representivity in our business showed a 1% improvement to 2012, where 88% of staff were from designated groups. The breakdown per race and gender remained consistent since 2012.

The equity representivity for female staff remained the same as in 2012. However the male representivity showed some movements with the African and Indian male representivity increasing by 2% and 1%, respectively. The coloured and white male representivity decreased by 2% and 1%, respectively.

The overall male and female representivity remained consistent from the previous financial year at 49% : 51%.

The current staff headcount as at 31 March 2013 in relation to IDC’s employment equity targets is reflected below by race and gender:
Levels Males
African Coloured Indian White
Current Target Current Target Current Target Current Target
Top management 4 5 0 0 1 1 2 1
Senior management 10 15 2 4 4 4 19 23
Professionally qualified 72 81 9 13 17 18 41 44
Skilled 123 107 13 16 15 16 25 23
Semi-skilled 29 27 2 5 0 0 3 2
Unskilled 8 5 0 1 0 0 0 0
Total 246 240 26 39 37 39 90 93

Coega Dairy Holdings

The IDC has identified increased competition in the dairy value chain and import substitution in the cheese industry as key sector development goals. We also singled out the need for increased farmer (and specifically B-BBEE) participation in dairy value-adding initiatives.

Windtown Lagoon Resort 

The newly built Windtown Lagoon Resort and Spa reflects the IDC’s focus to funding community-based projects that have potential to create employment opportunities in far-flung regions.

R13.1 billion
R16.0 billion
18 922
3 950
© The IDC 2013. All rights not expressly allowed are reserved. P.O. Box 784055, Sandton, 2146, South Africa