ESG
Being a Good Employer
Taking a proactive and responsible approach to labour relations and practices, prioritising training and development and valuing diversity.
2024 highlights
· 3% female employees
· 33% women on the Board
· 36% women in senior corporate management
· US$125,818 invested in employee training
Our approach to labour relations is grounded in fairness, transparency, and mutual respect. We are committed to upholding employee rights, fair remuneration, continuous skills development, and a workplace culture that prioritises engagement and well-being. Every employee at Blanket Mine has the freedom to associate, organise, and be represented by a trade union of their choice, in line with Zimbabwean labour laws. We welcome strong worker representation as a fundamental part of ensuring fair workplace policies, equitable treatment, and a transparent grievance resolution process. We maintain open and constructive relationships with employee representatives, ensuring that concerns are addressed proactively.
Ensuring that our employees are fairly and competitively compensated is a core priority. At Blanket Mine, salaries exceed the statutory minimum for the Zimbabwean mining sector and all wages are paid in US dollars, protecting employees from local currency fluctuations and economic volatility.
In addition to base salaries, we reward performance through incentive schemes that recognise operational excellence and responsible workplace practices. Performance-based rewards focus on key metrics such as safety, health, environmental performance, production efficiency, and cost management.
A well-trained workforce is essential to both our long-term business success and the personal career progression of our employees. We consistently invest in upskilling, technical training, and leadership development to ensure that employees are equipped for current and future industry demands. Our training initiatives range from on-the-job shadowing and technical apprenticeships to formal training courses and professional development programmes.
At Caledonia, we believe that diversity is a driver of innovation, problem-solving, and long-term success. A workforce that reflects different perspectives, backgrounds, and experiences enhances decision-making, fosters creativity, and strengthens resilience. We are committed to equal opportunities for all, ensuring that our hiring practices take a holistic approach to diversity, equity, and inclusion.
CASE STUDY
Employee Spotlight – Veronica Magoga
Veronica Magoga fondly remembers her family pleading with her to become a
doctor. When she began looking into higher education options in her home-country
of Zimbabwe, she says that she was less-than-subtly encouraged to go into the
medical field. Despite her family’s prodding, however, Veronica could not get excited about working in medicine, having a different challenge in mind. She dreamt about working in an industry that would push her, while allowing her to flourish both personally and professionally. The answer to this, she found, was in mining. After enrolling in the Zimbabwe School of Mines, Veronica completed an industrial attachment at a local mine, going on to receive a Diploma in Mining in 2015. By 2017, she had earned her full blasting license, and joined Blanket as an Acting Overseer Miner a year later.
Breaking Down Barriers
As Blanket’s first female overseer at the mine, Veronica admits that it was challenging at first. The mining industry still tends to be male dominated, so not only was she the only female overseer, she was also the only woman in her entire department. She had to work extra hard to prove that women in her position are just as capable of carrying out the duties required for the role. But Blanket, she says, provided an environment that has allowed her to prosper. Through participating in programmes based on empowering and educating employees, Veronica was committed to becoming the best employee she could be. Veronica’s hard work did not go unnoticed, and she was promoted to Mine Captain in 2022. In this role, she has led her team to success, helping to set targets and ensuring that production and safety goals are continuously met. Veronica works to keep her team motivated, while coaching them to meet their professional goals. Recently, she has worked with other managers to cocreate a new training initiative, with a focus on helping management teams feel empowered and supported to achieve their goals.
Targeting Success
Now, Veronica feels she must have done something right. She sees the proportion of female workers in her department growing and feels proud of the example she has set.
“I was the pioneer, so now seeing the department grow to include other women, it must have meant I was doing something right.”