Page 57 - Gondwana Collection Namibia Value Creation Report 2021

HOW WE MAKE AN IMPACT

Remuneration and reward Employee health and welfare Since 2016, Gondwana has provided medical aid for employees. ○ The Evangelical Lutheran Church’s Aids Programme provides Our future plans
Gondwana pays industry-related salaries and focuses on long- The proof of our success All employees have, at a minimum, access to private primary annual HIV/Aids awareness training, testing and counselling
term wealth creation and financial stability through our pension healthcare. The People Team continually encourages ○ We partner with LifeLine/ChildLine Namibia to make To continue supporting and building our people, future focus
fund, medical aid, disability and funeral benefits, and our 100% The proof of our success employees to take up medical aid benefits instead of the counselling available to employees and their families if needed areas include the following:
employee shareholding scheme. medical allowance, which has limited employee benefits. In ○ Independent general practitioners give all employees ○ Employee wellness and health will be a major focus for 2022
of Gondwana’s employees is members of our pension fund Medical benefit breakdown 2021, the percentage of employees enrolled in the medical aid who handle food and beverages an annual food handlers’ and will be the focus of People Team projects
decreased to 46.3% (2020: 50.5%) due to individuals’ cash
evaluation
Shareholding scheme flow management during salary cuts. The 1.6% (2020: 1.9%) of ○ Family planning assistance is provided by mobile clinics, ○ Continue to have a positive messaging around the importance
of vaccinations
Employees receive disability cover of employees without any cover is either on probation or on a
In 2018, Gondwana issued shares to all employees under fixed-term contract and will qualify for medical benefits once managed by the Ministry of Health and Social Services, which ○ Re-establish and expand the Academy if finances allow
the approved employee share incentive scheme. The employment is made permanent. Maintaining medical aid and visits our lodges regularly
initial disbursement enforced employee ownership and 438 Medical aid medical allowance benefits was critical during the pandemic. ○ Provide employee access to free WiFi at our properties ○ Introduce a formalised performance management system if
empowerment. We intend to continue this effort, based 75% finances allow
on annual company performance, to engender a sense of of their monthly salary until recovery, death or retirement We aim to provide comfortable employee accommodation ○ Many employees participate in Gondwana amateur fishing, ○ Expand on learning and development offerings through
ownership among all employees. At our AGM in June 2021, subject to certain maximum salaries throughout the company. We have our standards in place, soccer, running, cycling and volleyball teams various mediums to all employees
our new employee share scheme was approved, to be which exceed occupational health and safety regulations and ○ All Academy training programmes now have a module on self- ○ Establish a new intake of 32 apprentices for a 36-month
implemented once financially viable. 491 Medical allowance ensure dignity and quality of life. Employee accommodation care and wellness, highlighting the importance of healthy and hospitality training programme (these will be currently
We provide employee death benefits of construction at Palmwag Lodge and Camp was put on hold due balanced lifestyles and teaching employees about the benefits unemployed young Namibians). Preparations for this initiative
to Covid-19, but will continue as funds become available. of healthy eating and exercise include workplace readiness audits, mentorship education,
The company contributes 14% towards the pension fund, and In addition: ○ In 2021, we introduced wellness days in partnership with training-the-mentor workshops, exposure to assessment skills
employees contribute 1.5%. We aim for the total contribution to three times medical aids awareness, enhancing supervisory skills and recognition of
eventually reach 19%. At this level, employees will retire comfortably, 15 None ○ All Gondwana employees can speak to our People Team. This ○ We established a bi-monthly blood donation drive at prior learning assessments for all middle management
with a pension payout of at least 80% of their last salary. In employees’ annual salaries team supports them to make appointments with appropriate Gondwana House in collaboration with the Namibian Blood
November 2019, we increased employee contributions to 1.5%. general practitioners and other medical professionals. It also Transfusion Services
provides training on the benefits of medical aid options and
In May 2020, we halted all company pension fund contributions in Employees receive funeral benefits of: assistance in managing the cost of healthcare received
response to the pandemic. This resulted in a significant monthly
saving on operational expenses and allowed us to continue paying ○ We partner with the Cancer Association of Namibia to give
salaries. Gondwana maintained its funeral, death and disability N$20 000 employees access to an annual check-up
benefits, and employees continued to contribute 1.5%. The pension In 2021, Gondwana did not spend on employee
benefit was reinstated in December 2021. Spouse: N$20 000 accommodation.
We applied a 25% salary cut across the company between Child 14 to 21 years: N$20 000 2020: N$1.8 million
September 2020 and June 2021. Executives’ pay cuts were 40%. Child six to 14 years: N$10 000
Full salaries resumed in June 2021. There will be no salary increases
for 2022 and no bonus payments to employees in December 2021. Child younger than six years: N$5 000
Stillborn: N$5 000

52 VALUE CREATION REPORT 2021 GONDWANA COLLECTION NAMIBIA 53