Shoprite : Employment Equity Policy

		Shoprite Group
	Employment Equity Policy
Document Properties
Entity		Shoprite Checkers (Pty) Ltd and all its subsidiaries, (collectively the "Shoprite Group" or
		"Group").
Document name		Employment Equity Policy.
Applicability		This policy is applicable to all Employees, inclusive of Directors and Management of the
		Shoprite Group, including affiliated third parties (including but not limited to contractors,
		consultants, clients, customers, suppliers and service providers).
Policy owner		Ownership of this policy vests in Group People Team. Management is responsible for
		implementation of the policy.
Document path		Intranet, Store Portal & Group Company Website
Classification		Internal & External
Version Control
Date		Adjustment	Authors	Version
June 2023		Employment Equity Policy	Shoprite People Team: Group Industrial	V1
			Relations

Internal Reviewers

Name	Department	Function/Role	Version
Athene Van Mazijk	People Team	Chief People Officer	V1

Annual Review and Approvals

Version	Approved By	Date Approved
V1	Executive Management	June 2023

	Table of Contents
		Page
1	Introduction…………………………………………………………………	3
2	Guiding Principles…………………………………………………………………	3

3 Purpose……………………………………………………………………………... 3-4

4 Application…………………………………………………………………………. 4

5	Employment Equity ………………………………………………………………	4
6	Consultation…………………….………………………………………………….	4
7	Workforce Profile………………………………………………………………….	5
8	Affirmative Action Measures…………………………………………………….	5-6
9	Employment Equity Committee…………………………………………………	6
10	Structure and Meetings of the committee…………………………………….	6-7
11	Responsibility and Accountability……………………………………………..	7
12	Communication, Monitoring and Evaluation………………………………….	7-8
13	Dispute Resolution………………………………………………………………..	8
14	Financial Resources………………………………………………………………	8
15	Protection of Personal Information……………………………………………	8

	APPENDICES
Appendix	Glossary of Terms………………………………………………………………..	9-10
A

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1 Introduction

1. The Shoprite Group ("the Company") is committed to eliminating unfair discrimination in the workplace and to take steps to eliminate differences in terms and condition of employment based on any grounds that are prohibited in terms of section 6 of the Employment Equity Act 55 of 1998 ("the EEA").
2. The Company recognises its corporate responsibility to attract, develop, advance and retain its human resource talent. It is set to eliminating historical barriers that prevent the advancement of Designated Groups by, amongst other things, setting in place positive or Affirmative Action measures to expedite the growth and development of these groups.
3. The Company believes that diversity, and the utilisation and development of the talent available across varied demographics, will position the company as an employer of choice thereby attracting diverse talent and creating a more resilient workplace which is crucial for the long-term commercial success of the business.
4. This Policy should be read with the Company's other workplace policies.
5. This Policy will be regularly reviewed by the Company to ensure that it complies with the EEA and any other applicable legislation, and to align it with developments within our employment law. This Policy does not form part of any employee's terms and conditions of employment and the Company may amend this Policy, as and when necessary. Employees will be informed and notified of any changes to the Policy.

2 Guiding Principles

2.1 The Company will apply the following guiding principles when applying any Employment Equity ("EE") measures:

1. promoting equal opportunities in the workplace by eliminating unfair discrimination in any workplace policies or practices. It is not unfair discrimination to take Affirmative Action measures consistent with the EEA or distinguish, exclude or prefer any person on the basis of an Inherent Requirement of the Job;
2. achieving equitable representation of designated groups at all Occupational Levels taking into account the need for balancing the efficiency of the business and representivity;
3. applying fair and non-discriminatory criteria in the workplace which do not infringe on the rights and dignity of all employees;
4. creating a workplace that is diverse and respects and tolerates all cultures and beliefs.

3 Purpose

3.1 The purpose of this Policy is to:

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1. record the role of the Company in respect of the execution of its EE obligations;
2. -supportthe EE plans for the achievement of the Company's EE objectives;
3. to provide a guideline for employees and managers to use when dealing with EE matters.

4 Application

1. This Policy applies to all Shoprite Group's South Africa based companies, trading divisions, brands, and employees.
2. This Policy is available to everyone on the Shoprite Group website, Shoprite Intranet and to all employees on SiyaRinga, the Group's digital employee communication platform.

5 Employment Equity

1. The Company will take reasonable steps to consult on the conduct of an analysis (section 19 of the EEA); the preparation and implementation of the EE Plan; and the report (section 21 of the EEA).
2. The Company will collect information and conduct an analysis in the prescribed form, of its employment policies, practices, procedures to identify employment Barriers which adversely affect people from Designated Groups in terms of the provisions of section 19 of the EEA.
3. The Company will prepare and implement an EE Plan, which will achieve reasonable progress towards EE in the workplace. The EE Plan should meet the "SMART" principle in that it should be Specific, Measurable, Attainable, Relevant and Time-Bound. It shall contain, at the very least, the information listed in section 20(2) of the EEA.
4. The Company will comply with sections 21 (reporting to the Department of Labour) and 23 (preparing successive employment equity plans) and all other provisions of Chapter III of the EEA.

6 Consultation

1. The Company is committed to engaging in a transparent and constructive consultation with employees and their representatives.
2. Consultations will be held for, but not limited to:

1. the consideration of existing employment policies, procedures, practices and the working environment;
2. the development of an EE Plan for the Company based on the workforce profile and analysis; and
3. the fulfilment of any Company statutory obligations in relation to employment equity.

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7 Workforce Profile

7.1 The Company will collect information and draw up a profile of its workforce to ascertain the degree to which members of the Designated Groups are represented, within each occupational category and level.

8 Affirmative Action Measures

8.1 As a designated employer the Company, to achieve Employment Equity, will implement Affirmative Action measures for people from Designated Groups. These Affirmative Action measures may include, but are not limited to, the following:

1. measures to identify and eliminate employment barriers, including unfair discrimination, which adversely affect people from Designated Groups;
2. measures designed to further diversity in the workplace based on equal dignity and respect of all people;
3. making Reasonable Accommodation for people from Designated Groups, including persons with disabilities, to ensure that they enjoy equal opportunities and are equitably represented in the workplace;
4. measures to ensure equitable representation of Suitably Qualified people from Designated Groups in all Occupational Levels in the workforce; and
5. measures to retain and develop people from Designated Groups, and to implement appropriate training measures providing for skills development.

1. Affirmative Action measures include preferential treatment and numerical goals but exclude quotas or the creation of absolute barriers.
2. No provision in this Policy requires the Company to take any decision concerning an employment policy or practice that would establish an absolute barrier to the prospective or continued employment or advancement of people who are not from Designated Groups.
3. Recruitment and Selection

1. Recruitment and selection is an important mechanism to achieve the Company's numerical goals and targets. The recruitment processes will be informed by the Company's EE Plan which includes Affirmative Action measures.
2. Recruitment and selection will be done in a fair and open manner.

8.5 Promotions

1. Promotions will be made in accordance with the values and principles enshrined in this Policy, the EE Plan and the EEA.
2. The Company is committed to ensuring that the Management of the Company is representative of the demographics of South Africa.

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