GENDER EQUALITY FRAMEWORK POLICY NAME DESIGNATION DATE

Approved Executive Committee Executive Committee 2019

Reviewed Cathie Lewis Thabo Moabi

Group Company Secretary Group Human Resources Manager

2019

Compiled Prisa Ramiah Group Talent and Reward Manager

2019

1. OBJECTIVES

The objective of this framework is to assist in the creation of an enabling environment, provide the appropriate governance structure, strategy, mechanisms and guide the initiatives which will assist Grindrod to achieve gender equality in the workplace over time. It is acknowledged that this is a dynamic process with this framework to be used as a living document, to mirror the gender equality evolution of Grindrod. Below are the key focus areas and key interrelated elements that make up the framework.

Figure 1. Grindrod Gender Equality System

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2. VALUES AND ETHICS

Conduct and behaviour at Grindrod are guided by ethics and values of accountability, fairness, integrity, professionalism, respect and transparency. The board consistently reaffirms its commitment to sound corporate governance principles, policies and practices as pivotal to ensuring that Grindrod acts in a responsible manner. Grindrod values and ethics are key in guiding behaviour as the organisation strives to reach gender equality. 3. GOVERNANCE

Policies and procedures are already in place and these are pivotal to guide and support the various initiatives as the organisation manages gender issues. • Diversity policy • Sexual harassment policy • Sexual harassment standard operating procedure (guide for employees on what to do) • Code of good practice on handling sexual harassment issues • ICAS referral process

4. SUSTAINABLE DEVELOPMENT

Grindrod is also guided by the principles articulated in the Sustainable Development Goals, and in particular SGD5, ending all discrimination against women and girls. This is not only a basic human right but is crucial for a sustainable future. It is known that empowering women and girls contributes to economic growth and development. Although there are more women than ever in the labour market, there are still large inequalities where women are systematically denied the same work rights as men.

5. THE GRINDROD GENDER EQUALITY WORKING GROUP

A working group will provide a practical platform for raising awareness and sharing ideas, disseminating decision-useful information throughout Grindrod and planning the implementation of actions emanating from this Gender Equality Framework. Participants in the Working Group will be appointed to represent divisions, functions, gender and various demographics. The group will be guided by this framework and the relevant policies already in place.

6. STRATEGY

• This framework will support one of the five pillars on Vision 2025 namely “relationships” • Key trade corridors • Strategic infrastructure assets • Indigenization in Sub-Saharan Africa • Relationships • Customer-centric solutions across the value chain

7. INITIATIVES

The following initiatives will collectively drive the implementation of the actions towards the strategic objective of gender equality in Grindrod.

Training and development • Focus on the empowerment of African female youth with disabilities • Learnerships in place with payment of stipends for 40 disabled female youth in domestic service – 2019/20

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• Learnership completed for 17 disabled female youth in business practice 2019/20

Creating awareness • Empower employees with the relevant information required to promote responsible behaviour in the

workplace an online drive • Training session for line managers on sexual harassment in the workplace • Awareness sessions on sexual harassment policy and ensure that employees are empowered with the

correct information to ensure that they conduct themselves appropriately and behave respectfully towards fellow employees

• Ensure that employees are aware that Grindrod has zero tolerance for transgressions involving sexual harassment of an employee

Employee support • Continued implementation of an Employee Health and Wellness Programme via ICAS. All Grindrod

employees and their families currently have access to this programme. Service is also available in all eleven languages 24/7/365

• Quality support from competent clinical staff with an entry level master's degree qualification, ensuring that staff will always receive professional guidance. More than 300 Clinical Psychologists, 200 Counselling Psychologists, 250 Social Workers, and hundreds of other professionals are available to provide support to staff

• Technology: Business intelligence plays a critical part in analysing unique trends and wellness profile. Data is captured about the requests for assistance received from the Grindrod workforce, and this information is used to provide a clear understanding of the trends that exist

• Mitigation: ICAS provides recommendations and pre-emptive actions to mitigate psychosocial risks that are identified in the workforce, thereby enabling Grindrod to respond to employee needs

Employee education • Grindrod employees will attend training to increase awareness on gender-based violence. Sessions to run

from now to the end of 2020

Celebration of women’s day • Every August, Grindrod sends out gifts to women across the business to recognise and celebrate women in

the workplace, in line with Women’s Month in South Africa. This period is also used to get role models, women in senior leadership to motivate and inspire women

8. JOURNEY TO THE EMPOWERMENT OF WOMEN IN THE WORKPLACE

Grindrod acknowledges that the need for gender equality in the workplace has been recognised as a critical issue for decades. This framework is a step towards effecting real change in the organisation and the commitment to working with the relevant stakeholders to achieve gender equality in the workplace.

Key initiatives which will support this change:

8.1 Appointment at board level

Identification and subsequent placement of women in the Board and Executive Committee as part of an ongoing process to transform top leadership and create role models.

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8.2 Succession planning

Improve gender representivity in our leadership pipeline.

8.3 Mentorship

Drive mentorship initiatives with strong biased towards females in the leadership pipeline.

8.4 Focus group

To support the successful implementation of the empowerment initiatives mentioned above, the women identified for empowerment and development will become part of the Grindrod Women Empowerment Group, which will engage regularly to ensure targeted discussions on matters affecting women and support to other women within Grindrod as part of the drive towards gender equality.

8.5 Celebration / support of women in workplace

To observe the social, political, economic, and cultural achievements of women in the workplace and to create a platform to celebrate the victories and to reflect on how women have progressed.

9. COLLABORATION

In order to achieve gender equality, Grindrod will encourage and facilitate strong collaboration and partnership amongst all the key stakeholders. 10. DEFINITIONS

10.1 Gender-based violence

Gender violence also known as gendered violence, is the term used to denote harm inflicted upon individuals and groups that is connected to normative understandings of their gender.

10.2 Gender equality

This is achieved when men and women are offered the same opportunities and rights as well as the same obligations within all spheres of life. When women and men share power, influence and have equal opportunities in the economy, have equal access to education, and equal potential to pursue their ambitions, gender equality can be said to have been achieved.

10.3 Empowerment

Refers to the active effort to redress inequalities in the workplace, in home life, and in any other aspect of life in which women have been disadvantaged. In particular it refers to balancing the power relationships between men and women such that women have, for instance, control over their own bodies and opportunities to progress as they desire.

10.4 Diversity

Diversity means having distinct or unlike elements. In a workplace, diversity means employing people who may be different from each other and who do not all come from the same background. The differences may be those of national origin, physical appearance, religion, education, age, gender, or sexual orientation.

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10.5 Empowerment

Empowerment is the process that creates power in individuals over their own lives, society, and in their communities. People are empowered when they are able to access the opportunities available to them without limitations and restrictions such as in education, profession and lifestyle. Feeling entitled to make your own decisions creates a sense of empowerment.

10.6 Empowerment of women

Women's empowerment means accepting and allowing people (women) who are on the outside of the decision-making process into it. This puts a strong emphasis on participation in organisational structures and formal decision-making and, in the economic sphere, on the ability to obtain an income that enables participation in economic decision-making. Empowerment includes the action of raising the status of women through education, raising awareness, literacy, opportunities and training.