Our People
Living the Implats Way
Our purpose is to create a better future. We accomplish this through the metals we produce, the way we do business and through our superior performance.
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Our purpose is to create a better future. We accomplish this through the metals we produce, the way we do business and through our superior performance.
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Implats has the advantage of geographical diversification and exploits platiniferous horizons within the Bushveld Complex in South Africa, the Great Dyke in Zimbabwe and the palladium-dominant orebody located in the Lac des Iles Intrusive Complex in Canada. The Bushveld Complex and Great Dyke layered intrusions are unique in terms of size and geological continuity.
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Decarbonisation is an urgent global challenge. There are increasing opportunities to use platinum-catalysed fuel cells to provide zero-emitting, carbon-free energy, in electricity and mobile applications.
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Employee accommodation and living conditions remain key strategic issues for improving the wellbeing of our employees and host communities in South Africa and Zimbabwe. Our focus remains on facilitating the creation of sustainable human settlements and access to decent accommodation for employees who are residing in informal structures.
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The increasing evidence globally of physical climate impacts – wildfires, floods, rising temperatures – is driving a greater sense of urgency in building adaptive capacity and resilience to climate.
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We have a workforce of 66 249 people (own employees and contractors) across the Implats Group, with women making up 15.0% (2023: 13.4%)
29%
achieving our target for women representation in management by 2026.
Zimplats was awarded the Best Mining Company in Zimbabwe by Buy Zimbabwe, for creating jobs, generating wealth and stirring national pride
Our long-term success depends on our ability to identify, recruit, develop and retain talent.
Impala was certified a
Top Employer for 2024
by the Top Employer Institute
13.3%
turnover rate for employees in the critical skills** category (2023: N/A, first year of disclosure) against a Group target of 13.2%.
** Turnover rate of employees in core production and technical roles, including miners, mine overseers, mine managers, shift supervisors and engineering personnel. The turnover rate for employees in critical skills category is a key performance indicator in the Group’s short-term incentive scheme.
Our goal is for all employees to feel included, regardless of gender, sexual orientation, age, race, ethnicity, religion or disability. We actively promote a workplace that is supportive, fair, adaptable and welcoming to all.
15.0% female representation in the workforce (2023: 13.4%) achieving the Group target of 15.0% by 2025
77.0% historically disadvantaged South Africans (HDSAs) on the board (2023: 77.0%) exceeding the Group target of at least 60%
Our focus remains on attracting, retaining and developing women in mining, with an emphasis on areas where they are under-represented. Women representation in management, defined as women in middle and senior management (excluding Exco), is a business imperative and has been included as a key performance indicator in our executive long-term incentive scheme, with an overall 6% weighting.
Thousands of employees have benefited from our housing strategy, which provides decent accommodation and wealth-creation opportunities through home ownership. We share our experience and learnings with industry peers to help improve accommodation and living conditions for all mineworkers.
100%
targeting 100% of employees to ensure they are housed in decent accommodation
R192 million invested in employee housing and improved living conditions in South Africa (2023: R224 million)
Management has focused its efforts on: