By continuing to browse the site you are agreeing to our use of cookies. For more details about cookies and how to manage them, see our cookie policy.
The Group seeks to attract and retain skilled staff by offering safe working conditions, fair remuneration in line with market rates of pay and social benefits packages for its employees and their families.
The Group has a number of policies in place which govern its relationship with employees, including the Code of Fair Employment and the Diversity and Equality policy. The Group periodically reviews the terms and conditions of employment in its own operations to confirm that the Code of Fair Employment is being fully applied within the Group. Due diligence is conducted on recruits prior to their employment in the Group.
Several communication channels are open to employees to make their views known to senior management and the Board. The first point of contact is with an employee’s line manager, and in most cases this is sufficient for addressing employee concerns. The Group holds a ‘Direct Line’ event every year in which the Chair answers questions from employees on a live video feed. Each of the Group’s operational divisions has a Head of Employee Relations whose role is to act as a liaison between employees and management. General Directors hold quarterly ‘town hall’ meetings.
Outside of operational or human resources related enquiries, all employees have access to a confidential telephone reporting line (‘Speak Up’) which can be used to raise ethical concerns, including any concerns related to bribery and corruption. All Speak Up reports are investigated and the Audit Committee receives regular updates on issues raised.
The Group uses a number of channels to communicate with its staff including websites, intranet sites, WhatsApp message groups, a corporate newsletter, TV news and a YouTube channel. Each of these communication channels has certain strengths which are suitable for use in different scenarios. During 2021 many of the Group’s employees worked remotely, or were periodically in isolation prior to entering the Group’s camp-based sites as a result of the Covid-19 pandemic, and, as a result, accurate and effective communications were essential to engage with staff and keep them informed of any updates to procedures and requirements.
KAZ Minerals respects the right to freedom of association, and we consult with our employees and trade unions about changes to our business and employment conditions. All employees are entitled to join a union of their choice. At 31 December 2021, 63% of the Group’s employees belonged to one of the three trade unions active in the mining industry in Kazakhstan (2020: 69%).
Employee turnover is actively managed at each of the Group’s operations and by the Human Resources team. The retention of skilled staff has been a key factor in the successful development of the Group’s assets at Aktogay and Bozshakol, and in the wider Group’s continued operational success. When employees leave the Group, exit interviews are conducted to collect feedback.
A Leadership Development Programme is in place to identify potential future leaders so that support in the form of training and mentoring can be offered. Potential successors are identified for key positions and individual development plans are created to support those identified. There are currently more than 190 individuals enrolled in individual development plans across Aktogay, Bozshakol and the East Region. Part of the annual assessment process for expatriate employees considers how well they have been mentoring, coaching and training their local successors. Progress towards promotion or continued development is reviewed quarterly and annually in year-end reviews.