Afrikaans Annual Financial Statements
Naspers
 

PERFORMANCE REVIEW

IN THIS SECTION

PEOPLE

We understand our responsibility to the communities in which we operate. Through a number of initiatives that aim to improve the quality of life in these communities, we promote the well-being of society, our customers and our employees.

In our communities:

We operate in various countries, therefore we endeavour to employ local citizens to empower the communities in which we operate.
We contribute to educational programmes to raise awareness of our products, and create much-needed skills.
We conduct business fairly, ethically and with integrity. Our code of ethics and business conduct defines our culture.
These and related policies are published on www.naspers.com.
We support previously disadvantaged businesses in South Africa by actively seeking such suppliers in line with local legislation.

For our people:

We invest in the continuous development of our people to retain a competitive advantage.
We encourage our employees to contribute to the group’s sustainability and innovation by supporting our community initiatives financially or donating their time.
We respect the rights of our employees and their diversity.
We encourage employees to report areas where the group might be failing in its business conduct and values through secure channels.
We comply with local employment laws.
Worldwide we employed around 28 000 people.

The projects below illustrate our commitment to our people and the communities in which we operate.

Giving you space to grow

Media24 launched a multimillion rand project to boost selected non-profit organisations and small businesses by supplying advertising space worth R24m, allowing them to market their services and projects in the group’s newspapers, magazines and online titles. This focused initiative combines our media company’s myriad social investments under one umbrella to make a significant difference in the visibility of these organisations and contribute to their work, using our influential titles.

Beneficiaries interviewed at the end of the project mentioned the credibility it gave their businesses.

Examples of opportunities created:

Nobulali Productions contacted by SABC for media partnership
Themzak Cleaning Chemicals contacted by Department of Trade and Industry (DTI) for funding to branch out in other provinces.
Boletha Medical entered into partnership with a contact in Limpopo province for expansion of sales.
Mathemaniacs was contacted by two corporates for possible CSI sponsorship after appearing in our magazine, TrueLove
Nobulali Productions combined the Giving you Space to Grow campaign with their own awareness raising activities and increased their client base three to four times.
Boletha Medical has the opportunity to expand into new areas with a contact from Pretoria who wants to support their marketing campaign in reaching doctors and health careers.
Nobulali Productions was contacted by Oprah Schools to provide workshops after they saw the advertisement in Fairlady.

Mathemaniacs likewise mentioned the benefits from the brand awareness: “People now know of us and when I go talk to somebody they say: ‘Oh yes, we saw you guys or heard about you guys somewhere’. And that’s been great because it also makes you credible; if people have seen the ad, then they know you are actually doing some real work and doing some good work. So the brand awareness has been great, our name is out there more.”

Employment equity

In line with local legislation, and our own employment policy, we value diversity in the workplace. It aligns our company with our customer base and encourages a culture of tolerance and understanding. Just as importantly, it cultivates a vibrant working environment conducive to new and innovative thinking. The breakdown of the MultiChoice and Media24 groups’ annual employment equity statistics is shown below. Under Department of Trade and Industry definitions, black people include black Africans, Coloureds and Indians who are citizens of the Republic of South Africa by birth or descent or who became citizens by naturalisation.

MultiChoice: Employment equity

 

Media24: Employment equity

 

Employee benefits

Retirement benefits

Some countries in which we operate have statutory retirement benefit funding. In others, and where appropriate, the group provides retirement benefits for full-time employees, primarily as monthly contributions to defined-contribution pension and provident funds. The assets of these funds are generally held in separate trustee-administered funds.

Medical aid benefits

Medical aid membership is compulsory in most group operations, with the employer contributing a portion of the monthly premium.

Some group companies provide post-retirement healthcare benefits. This is based on an employee remaining in service until retirement age, which is between 60 and 65 in most cases, and completing a minimum service period. These obligations are unfunded.

Equity ownership

To retain the skills on which our sustainability depends, most group companies grant share options/share appreciation rights to employees under a number of equity compensation plans.

Employee relations

The group complies with labour legislation in its operating areas. In South Africa, MultiChoice and Media24 submit statutory reports.

In regions where child labour is prevalent, our assessments have found that the risk of child labour and forced or compulsory labour is low in the group. Where children are used in local productions, strict compliance to their regulated conditions of employment is enforced.

Health and safety

We aim to have an injury-free workplace.
We perform health and safety risk assessments at our facilities, supported by training.
We monitor management actions through operational, internal and external auditing, and reporting processes.
A healthy workforce contributes to business success. Several of our businesses provide medical aid and wellness programmes for their staff.

 

 

The workplace

Maintaining a healthy, safe workplace at our administrative and production facilities is a priority to achieve the lowest possible harm rate on duty. Where required, health and safety committees – comprising responsible, trained individuals – ensure regulatory compliance. Appropriate medical emergency and disaster-recovery plans have been devised for operating businesses.

Annual occupational health and safety risk control audits or reviews are conducted by the larger operational entities across the group and improvements implemented as required. Significant matters are reported to and monitored by the Naspers risk committee.

Media24’s distribution and printing operations use contractors and organisers extensively. Most of these people are from disadvantaged backgrounds and receive training from Media24 on executing their jobs safely and effectively. The nature of the print business, which owns and manages distribution networks and printing facilities, makes this the area in our group with the greatest inherent risk for injuries on duty.

Monitoring

The Media24 board’s safety, health and environment committee monitors related issues in that group. Media24 and MultiChoice conduct annual health, safety and environmental compliance audits, as well as building scans. Injuries on duty are stringently monitored.

Wellness

Several wellness programmes are operated by group subsidiaries in a preventative approach to employee health.

HIV/Aids

We are acutely aware of the HIV/Aids pandemic in Africa, and its social and economic implications. Comprehensive programmes in Media24, MultiChoice South Africa and MultiChoice sub-Saharan Africa comprise:

information and awareness camp
voluntary, free testing
free counselling
comprehensive medical treatment programmes.

Education and skills development

Skills development is a priority for our group, given the strategic importance of technology and intellectual property to our sustainability in a competitive market.

Our approach has a multiple focus: developing the full potential of our own people, extending this training outside the group to develop talent, and offering learnerships and bursaries to young people with potential across the world, particularly in key fields such as engineering.

NASPERS ACADEMY: Can we crack the survival code with the Naspers Academy?

“It is not the strongest, nor the smartest of the species that survive, but those most adaptive to change.” – Charles Darwin.

On 1 July 2013 Naspers launched the function of chief learning officer with the single, laser-sharp mandate to make sure that Naspers as a group, the various companies in the group and the individuals in the group, have the mindset and skills to adapt to change in the disruptive digital economy.

For this purpose we established the Naspers Academy, with a series of master classes.In these master classes, world-class experts both educate and collaborate with our top management. Some of the topics address universal survival skills and others the issues of the day that present us with imminent challenges for survival. The entire portfolio of these master classes will eventually form our unique Naspers programme in adaptive leadership.

The Naspers Academy has a second string to its bow. We capture the knowledge from these master classes, and make the key learnings available as zero cost online courses open to all echelons in Naspers.


MultiChoice Resource Centres

The first Multichoice Resource Centre was established in Nigeria in 2004 as a corporate social investment by MultiChoice Africa, and implemented by SchoolNet Nigeria on a partnership platform.

The project aims to improve teaching and learning processes by equipping schools with audiovisual educational equipment through which the MultiChoice education bouquet can be accessed by schools.

Since inception MultiChoice Resource Centres have been established in 121 schools in 13 states across Nigeria. Each centre is equipped with a DStv decoder, television set, video/DVD recorder, blank video cassettes/DVDs, generator, storage cabinet, white board, tables and chairs.

The educational objectives of each centre focus on transforming learning in the classroom and improving learner performance by:

equipping educators with the required knowledge and skills to use information and communication technology (ICT) to improve teaching and learning practice
 
using specific educational channels provided in the MultiChoice education bouquet to support teaching and learning in the Nigerian curriculum
developing learners’ ICT skills within the context of lessons being taught
adopting key learning strategies that influence the use of ICT to support teaching and learning
illustrating the use and benefits of television as an educational tool, and
developing understanding of integrating the education bouquet into teaching and learning.

At each centre, infrastructural objectives include:

preparing a secure facility at each site, functional in supporting the infrastructure and conducive as a learning environment
providing adequate training and technical support so that schools can operate and support the facilities, and
maximising the probability that facilities will be functional and sustainable after the project ends by selecting appropriate schools.

The services of trained facilitators are deployed to each centre to develop the effective educational use of facilities provided by running both technical and educational training for teachers. They also conduct a monitoring and evaluation process that assesses the qualitative and quantitative impact of the project.

MultiChoice

MultiChoice’s learnership programmes combine vocational education and training modules towards qualifications registered on the National Qualifications Framework (NQF). Highlights during the year include:

  • 743 learnerships were offered in skills such as production, broadcast engineering, project management, management, human resource management and customer care. These learnerships create employment while addressing skills shortages in the industry.
  • Seven people are currently completing their second year in the adult basic education and training (ABET) programme.
  • 152 internships were offered at M-Net, SuperSport and MultiChoice.
  • comprehensive medical treatment programmes.
  • R3,5m was made available for bursaries, with over R313 000 specifically designated for women.
  • 235 employees completed management development programmes, including advanced management programmes, introduction to management and executive coaching.
  • 20 IT graduates were employed on our graduate programme
  • SuperSport and DStv Media Sales have a 100% absorption rate on learnerships and internships in the current year.

Media24

In recent years Media24 has steadily increased its investment in training, extended its bursary scheme for journalism students, introduced a graduates-in-media internship programme and launched an extensive digital media training programme for journalists.

For the year Media24 spent R44m on training and development. Across the group, skills development remains important to maintaining our competitive advantage.

Beneficiaries of the academy initiatives included:

21 journalism honours graduates were awarded bursaries in 2012 and began internships in 2013 (61% black and 70% women).
21 journalism honours students were awarded bursaries in 2013 (52% black and 81% women).
20 graduates in the graduates in media programme (71% black and 88% women).

Media24 also awarded 197 bursaries to employees for part-time studies in 2013 (71% black and 58% women).

The Paarl Media Academy of Print focuses on developing the printing skills, as well as leadership and management skills needed to run a successful print business.

Internet

In our international businesses, mainly our internet operations, we aim to attract young engineers. Training and development is thus key to our strategy of operating leading internet platforms in emerging markets.

Talent with classifieds expertise is notoriously scarce in the markets we operate in. Therefore, we are developing this talent in-house through a bespoke training programme. The programme consists of general classifieds modules and of modules for specific functions and segments. Through these programmes, we promote knowledge sharing, increase the overall skill level and harmonise our ways of working. During 2014/2015 we will organise over a dozen multi-day training sessions with a large share of our employees participating.

In etail we drive the exchange of ideas, best practices and identify collaboration opportunities between our portfolio companies. We organise sector-specific conferences, as well as global benchmarking efforts that significantly enhance skill levels.

The online comparison shopping team holds physical conferences and runs global functional exchanges to address common challenges and to exchange knowledge in traffic acquisition, product development and business development.