We are creating inclusive working environments that allow our people to utilise their unique strengths. Accelerated talent development, strategic sourcing and targeted attraction and retention initiatives are used to create a black talent pool for our businesses in South Africa. Also important, is our commitment to gender diversity. In this past year, there has been stronger introspection on ways in which we can uplift women at Imperial and within our communities. The UN's Women's Empowerment Principles guide us in our approach.

The roll-out of the Imperial Talent Management Way has progressed over the past year; however, there is still some way to go. To drive strategic delivery, strategic goals are being cascaded across business units, teams and individuals, using a consistent methodology to assess and manage performance.

Our aim is to be industry leaders in SHE performance. We are committed to implementing a safe system of work, which is regularly reviewed, and making available the necessary resources to protect health, safety and the environment.

In South Africa, 73% (F2020: 92%) of the fatal road incidents involving an Imperial truck, were beyond the control of our drivers, as determined through detailed incident investigations. Sadly, three of our colleagues lost their lives while at work during the year, with two being involved in road accidents and a third falling off a ship without wearing a life jacket. We deeply regret the death of our colleagues Mr Jose Alejandro Caballero Esquivel, Mr Andries Matamba Rembani and Mr Daniel Motaung. Once again, we offer our deepest sympathies to their families, friends and teams.

Zero Harm to people

There were no incidents of non-compliance with OHS regulations and/or voluntary codes.

Develop talent

Improve diversity and inclusion

• Group: the executive committee agreed a new recruiting principle to drive the alignment of our workforce compositions to the demographics of the region in which we operate.
• Logistics Africa: launched a driver learnership for 19 unemployed women and 217 differently abled learners participated in an Imperial learnership, gaining workplace experience.
• South Africa: 94% of training spend in South Africa was used to develop black employees (F2020: 85%). Some 85% of this training spend was paid as salaries for learnership participants.

Social – workforce priorities

• Group: implement a broader-based diversity strategy in F2022, with clear diversity targets per region of operation, and which will encourage employees to openly discuss and share cultural values and practices.
• Group: develop a formalised programme to address skills gaps, continue to map talent and establish succession plans for leadership roles and all business critical positions.
• Group: continue to implement safety risk prevention strategies tailored to each business group-wide.
• Logistics Africa: realise the safety benefits associated with Project Blue Fleet to leverage real-time data to improve safety performance and to strategically source the most advanced and safest trucks and trailers.
• Market Access: introduce driver training programmes.