Our Human Capital Focus

At Attacq, we believe that our people are our most valued assets; we have a diverse skill set marked by employees who have institutional knowledge obtained through long service and newly appointed employees who introduce new ways of doing things.
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From a human capital perspective, our intended outcomes are to:

1. Continue to build a diverse workforce

Continue to build a diverse workforce that represents our nation’s demographics, encourages inclusive thinking and contributes to transformation in the interests of all citizens.

Our recruitment strategy supports our goals for diversity and inclusion further complemented by internal training to raise awareness on topics such as disability, diversity, emotional intelligence and inclusion.

2. Build an inclusive work environment

Build an inclusive work environment that results in high employee engagement and low employee turnover.

We believe that a strong company culture is critical for our success. All employees are held accountable for living and demonstrating the following Attacq values:

Integrity

Integrity

Around here, we do what we say. #belikekate

Integrity

Creativity

Around here, everyone’s ideas matter. #kaizen

Integrity

Accountability

Around here, stuff gets done. #seeitsayitsortit

Integrity

Sustainability

Around here, we focus on the future. #dreamplanprocess

Integrity

Collaboration

Around here, we have each other’s back. #greetlistenshare

3. Offer employee wellness programmes

Attacq’s’ view is that wellbeing is a daily act of practising healthy habits and should be viewed holistically. This includes having a view about your own future, which compliments the Attacq value of sustainability. Wellbeing refers to your mind, body and soul. Focussing on your wellbeing enables you to thrive and not only survive. Attacq acknowledges and supports the following dimensions that contribute to our overall staff wellbeing:

4. Continue to reward employees fairly

Continue to reward employees fairly and in line with our strategic priorities to attract, motivate and retain top talent by offering meaningful benefits. Our approach on learning and development of Attacq employees are testament hereof.

Attacq has a holistic approach towards the growth and development of employees. Training interventions are aimed at enhancing organisational, professional and personal capabilities. This is supported by the following initiatives:

Transformation, Social and Ethics Committee

This statutory committee is responsible:
  1. Oversees the establishment of an ethical culture and monitors good corporate citizenship across Attacq’s activities
  2. Monitors environmental governance responsibilities of the group
  3. Monitors Attacq’s activities to achieve and maintain required standards in transformation, social and ethics environment having due regard to relevant legislation, policies and prevailing codes of best practice
  4. Reviews and monitors management of stakeholder engagement
  5. Monitors the governance of compliance, considering relevant legislation, other legal obligations, policies and prevailing codes of best practice

Audit and risk committee

This statutory committee is responsible to:
  1. Assure board on the reliability of financial information by monitoring the external audit function, including independence
  2. Assure board on adequacy and efficiency of internal financial controls by monitoring the internal audit function
  3. Monitor compliance with legal and regulatory requirements
  4. Ensure there are robust risk management systems to identify, monitor and manage material business, financial and other risks (e.g. IT governance; health, safety and environment; cyber-attacks; fraudulent practices; corruption)
  5. Review and recommend group’s solvency and liquidity position to the board for approval
  6. Monitor the governance of compliance and ensure highs standards of reporting are maintained

Remuneration and nominations committee

The Committee’s roles and responsibilities include:
  1. Sets the group’s remuneration policy and principles and ensures remuneration practices are fair, responsible and transparent while achieving strategic objectives in the short, medium and long term
  2. Leads the process of board appointments and for identifying and nominating suitable candidates for approval by the board
  3. Maintains the company’s status quo as a responsible corporate citizen, overseeing that remuneration trends and related matters are addressed when discharging its duties
  4. Implements an adequate and formal executive succession plan and framework
  5. Reviews and recommends annual remuneration implementation plan to shareholders at the AGM

Investment Committee

The committee was established and functions in line with King IV. It is responsible for the following key matters:
  1. Reviews the group’s investment strategy, setting targets and criteria
  2. Assesses investment proposals for development, acquisitions and disposals
  3. Assesses bank and loan funding, including debt restructuring where applicable

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