Our people make us different
Our global business focus and extensive network of operations is a key differentiator for the Santam Group. The expansion of the Group’s business to the rest of Africa remains a strategic priority. Our operations in South Africa and other developing markets in the rest of Africa and South-east Asia, requires key people with the right combination of skills.
To support the diversified business and markets we need a diverse staff profile with the right capabilities.
In turn we offer a unique culture and work environment, and we deliver outstanding results.
Santam group profile
It’s really our people that make the Santam Group the company it is. Our diversified business footprint in South Africa is reflected in the people that work in the Group.
Each individual contributes towards the success of Santam Group. We acknowledge and reward this contribution with a range of benefits and opportunities to encourage growth and development of our people. Fuelled by the business strategy, the people strategy reflects our strategic priorities geared towards supporting the business.
We recognise that our future is dependent on how we nurture talent and provide an environment where people can flourish personally and professionally. This is driven through the following strategic priorities:
1. Culture and employee engagement
Our values and ethics remain well embedded.
The Santam culture is underpinned by the Santam Way values of integrity, passion, humanity, innovation and excellence, which is the foundation for our sustainable growth. We believe that an environment where employees are engaged and supported is one where our employees can grow and support business success. Employee engagement is measured through interactive employee engagement surveys.
Prior employee engagement survey results highlighted key areas to be prioritised to support Santam to become the “employer of choice”. The next formal survey will be conducted in June 2016, and participation has been broadened to include most subsidiaries and UMA’s of Santam.
2. Talent management
We are committed to developing Santam’s current employees and leaders. We value our people and understand that continuous learning benefits the entire system by developing and maintaining employee skills that link directly to achieving organisational goals and objectives. Supporting successful leaders at all levels also builds capacity to better serve the organisation and employees.
Through our strong brand and development offering, Santam provides a range of career development opportunities for career advancement either within a specific business or laterally across different functions. The focus on the implementation of leadership development, technical insurance training programmes, internships and graduate programmes ensures availability of critical insurance skills.
Training and development
In keeping with the focus of continuous development, Santam provides significant opportunities for employees in terms of personal development. As at December 2015. skills development spend on staff (including management expenses and staff salaries while on training and including staff in Namibia) amounted to R97m (R78.8m of which was spent on black employees).
Learnerships and graduate development programmes
Santam's’ young talent initiatives focus on addressing the scarce skills’ shortage experienced by the organisation in the risk management, actuarial, underwriting, relationship manager(brokers), agriculture, supply chain, engineering and technical insurance fields. Santam has various learnerships and graduate programmes in which 100 learners participated in 2015. These include:
- Santam general insurance learnerships programme.
- Santam motor assessor learnership programme.
- Santam black broker development programme.
- Santam Graduate Accelerate Programme (GAP).
3. People Transformation
Celebrating diversity is key to our success
Transformation is a continuous journey, woven into the fabric of the business. It informs the way we do business and aligns us with South Africa’s national transformation objectives. Further it shapes our corporate culture to be inclusive and helps build a high performance culture through effective leadership.
The vision is characterised by a commitment from top management which is not only evident in the way that we communicate about the need for transformation at every forum, but is made tangible through a policy containing appropriate mandates, accountability and performance alignment.
We strive to be a representative South African organisation, and therefore we are continually improving on our transformation initiatives. Some of these initiatives include:
- Strategic resourcing.
- Accelerated development.
- Disability management
- Interventions to foster diversity.
Employee value proposition
We acknowledge our people remain our definitive competitive advantage and in return we maintain a competitive total rewards offering and continuously enhance our people practices.
The following are some of the elements of our employee value proposition:
We recognise our employees work for more than just a salary; and utilise employee recognition as a more strategic tool for attraction and retention of the workforce.
- Formal and informal employee recognition.
- Careways confidential counselling programme.
- bWell online wellness initiative.
- Health and wellness days.
Note: Employee wellness is managed under a joint Sanlam and Santam strategy aimed at standardising a core offering to employees. This includes an employee wellness scheme, preventative health screening and HIV/Aids management
Value added services
- Yell for Yellow concierge desk.
- On-site clinics (Sandton, Auckland Park, Bellville).
Looking forward in 2016
- People diversity and transformation.
- Integrated talent management.
- Culture and employee engagement.
- Participation in Top Employer Awards.