VALUE CREATION

OUR STRATEGY, PERFORMANCE AND IMPACT

Feedback by managers who have embarked on the coaching journey:

Personal and professional growth, including finding their voice and setting clearer boundaries

Clarifying career trajectory and focusing on learning and development

Thinking outside the box and looking at situations differently

Improvement in emotional intelligence and leadership skills

Increased self-awareness and improvement in leadership style

Reawakening passion for work and increased self-confidence

Managing conflict more effectively, establishing clear boundaries, and increased confidence

Improved relationships with teams and stakeholders, and increased networking capabilities

These efforts ensure that SAICA retains and nurtures top talent, positioning the organisation for long-term success.

Diversity, Equity, Inclusion, and Belonging (DEI): Strengthening an Inclusive Culture

SAICA remains committed to building an equitable and diverse workplace through initiatives that:

Enhance representation across all levels
Promote inclusive leadership and equitable opportunities
Provide DEI training, cultural competency programs, and accessibility advocacy

A Diversity, Equity, Inclusion and Belonging Policy ensures that all employees feel valued, respected, and included, promoting a collaborative and innovative work environment.

Performance Management and Workforce Optimisation

SAICA has transitioned to a technology-enabled performance management system, ensuring:

Real-time tracking of individual and team performance
Alignment between operational goals and organisational values
Enhanced feedback mechanisms, including 360-degree evaluations

By integrating performance management with organisational objectives, SAICA encourages a results-driven, high-performance culture.

These efforts ensure that SAICA retains and nurtures top talent, positioning the organisation for long-term success.

Employee Engagement: Building a Connected Workforce

SAICA conducts annual employee engagement surveys to assess employees’ experiences, gather insights into their priorities, identify areas for improvement, and obtain feedback on the organisation’s performance.

The overall SAICA employee engagement score was 78% (FY23: 84%).

In addition, an employee engagement survey is undertaken to gather feedback on specific areas identified for improvement from the main employee engagement survey.

SAICA prides itself on being awarded the Standard Bank Top Gender Empowered Company in 2024 for actively creating initiatives to sustainably celebrate and uplift women and organisations contributing to gender empowerment.

Employee Learning and Development: Driving Future-Fit Skills

SAICA is committed to continuous learning, with a focus on AI, sustainability, and leadership development. Key initiatives include:

Training programmes aligned with industry trends and business needs
Workplace Skills Plan (WSP) implementation to close skills gaps

In 2024, 232 employees participated in targeted training interventions, ensuring SAICA’s workforce remains agile, competitive, and future-ready with a total spend of R5,173 million.

Study assistance programmes supporting further education and professional qualifications.

A total of 36 employees were awarded study assistance with an investment value of R2,012 million. This programme has bolstered employees’ qualifications, making them better knowledgeable and skilled to perform their duties.

Renew

Worn down isn’t worn out, it’s an opportunity to sharpen again.

Every pencil dulls with use. But the beauty lies in its ability to begin again. A sharpener doesn’t just shave away wood – it reveals what’s still strong at the core. It renews performance, precision, and possibility. In that simple act of sharpening, the ordinary becomes extraordinary again. Fresh ideas. Clear focus. Always ready.

Remuneration Report