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Welcome to the website of the Old Mutual Group

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If you are an Old Mutual South Africa customer, please visit the Old Mutual South Africa website for product, service and MyPortfolio information. For information on the Old Mutual Group, please continue on this site.

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Responsible to employees

 

TREATING OUR EMPLOYEES WELL IN PRACTICE

Gold standard for Fairbairn Private Bank

Gold standard for Fairbairn Private Bank
Fairbairn Private Bank was awarded Gold status by Investors in People (IIP).

Employees choose their benefits online

Employees choose their benefits online
We offer our employees competitive and rewarding benefits.

What's on this page?

Overview

Treating our employees well is one of our most important priorities. Our employees help us reach our vision of becoming our customers' most trusted partner. Leveraging the strength of our people and making the most of their capabilities is fundamental to our future. It is essential that we work with our people in a way that enables them to perform to the fullest extent of their abilities.

Our businesses are best positioned to manage issues relating to their employees, so specific policies for employees are set at a local level. But this local flexibility is complemented by a strong Group framework that helps shape the way we engage with our employees. Our Group values and our Responsible Business Policy, supported by our Code of Conduct, provide a broad overview of our approach, while our Group HR Policy sets out in more detail the standards of what we expect from businesses.

Our approach

Below we outline some of the key areas we focus on to ensure we meet our employees' needs.

Developing our people

To help employees fulfil their potential, we have a formal process to identify training needs and create individual development plans. Our Career Choices model helps employees to identify the right career path for them and clarifies the knowledge and skills they will need at different management levels. It also ensures they know what is expected of them at each level of the business.

Managing succession risk

The loss of key staff can cause significant disruption in any company, and we see this as a key risk to the business. We have mitigated this risk through succession planning and our processes for growing talent within the business. One initiative driven by our understanding of current succession plans was the creation of a Global Leadership Potential Programme. This provides individual action plans for people who show particular promise, to prepare them for appropriate future roles at more senior levels within the Group.

Increasing diversity

We are committed to increasing diversity throughout the Group: the different backgrounds, experiences and perspectives of our employees are a great asset. Our policies ensure that no employee receives less favourable treatment on grounds of their gender, age, sexual orientation, race, disability, religion or any other factor unrelated to the requirements of their position. In southern Africa, recognising the unique circumstances, we balance these principles against our commitment to address employment equity and transformation issues. We are also members of the UN Global Compact, which is focused on promoting diversity, human rights and labour rights

Wellness at work

We want Old Mutual to be a safe, positive and rewarding place for our employees to work, so we take their health and wellbeing at work seriously. Across the Group each business has a variety of approaches for promoting wellness at work. For example, Nedbank has a network of over 80 Wellness Champions who have volunteered to communicate health and wellness initiatives to colleagues.

Recent highlights

  • We moved from focusing on employee engagement to measuring our culture. We introduced a culture assessment tool to help us articulate the culture our employees want to be part of and where they think Old Mutual is today
  • ACT NOW! leadership behaviours became part of our performance reviews and reward processes for our senior executives across the Group
  • OMEM ran a 'Connect our World' event to increase awareness of the opportunities for working in different locations
  • In Swaziland we established a Wellness Committee to co-ordinate support for the physical, social and financial wellbeing of employees.
  • Employees in the UK launched a Women's Network, open to all, to share experiences and provide insight to the leadership
  • Women now hold 13% of senior management positions within the Group
  • Old Mutual South Africa (OMSA) and Mutual & Federal appeared on the Best Employers list compiled by the Corporate Research Foundation.