Both of these imperatives are recognised as important facets of the socio-economic empowerment of previously marginalised groups. These imperatives are also recognized by the Company as mission critical business objectives requiring current and forward planning focus.
GM South Africa's initial commitment was expressed through its compliance with Sullivan Code principles. This progressed to the development of procedures and practices, which are intended, inter alia, to select, recruit, develop and promote members of historically disadvantaged groups.
GM South Africa's BEE Strategy Vision Statement
GM South Africa recognizes that the creation of an equitable working environment, in which the dignity of all individuals is respected, and the diversity of all employees is valued, represents an essential foundation for sustainable growth and competitive advantage. Therefore, GM South Africa's employment equity strategy is driven by compelling business reasons and is not only the outcome of a legislative requirement or social conscience. The primary objective is thus to reflect over time the demographics of the environment in which GM South Africa operates by attracting, selecting, developing and retaining persons from designated groups (PDG). To achieve its long- and short-term EE targets, GM South Africa has put in place and actively pursues policies and programmes, which have committed the company to employment equity initiatives which include, amongst others, the following:
- A fully representative Employment Equity Forum which has developed an agreed comprehensive EE Forum plan and monitoring activities;
- A recruitment and selection policy which emphasises the need to give preference to historically disadvantaged individuals;
- Meeting all legislative requirements;
- Mechanisms for ongoing monitoring;
- A comprehensive communication strategy covering GM's internal newspaper, electronic network and noticeboards;
- Structured development programs aimed specifically at PDG's.