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Human capital and training

Our Human Capital ("HC") and Training division adds value to the business through recruiting and retaining fit-for-purpose personnel and developing and empowering the Group's human capital resource through relevant training and support.

Labour

2 646

2024: 2 554

Total number of employees

this excludes employees of our franchisees)

2 351

2024: 2 297

Number of employees – permanent

88,85%

2024: 89,93%

Percentage of employees who are permanent

295

2024: 257

Number of employees – fixed term (>90 days) apprentices, interns and learners

2024: 0

Number of employees – temporary (<90 days)

2024: 23

Total number of contractors

2 677

2024: 2 577

Total number of employees and contractors

7,1%

2024: 7,6%

Percentage of employees who belong to a trade union

22,4%

2024: 28,7%

Employee turnover (i.e. percentage of persons who departed relative to the total number of employees at year-end)

5 909 663

2024: 6 032 658

Total number of person hours worked ("PHW")

2 253

2024: 2 537

Total number of employees trained for skills, including internal and external training interventions

2024: 37

Total number of employees with disabilities trained for skills, including internal and external training interventions

R7,7 million

2024: R18,1 million

Value of employee training spend

5 120

2024: 5 452

Total number of person days lost due to absenteeism (including sick leave)

0,08%

2024: 0,09%

Percentage of total person days lost due to absenteeism

2024: 0

Total number of person days lost due to industrial action (i.e. strike action)

27,05%

2024: 20,28%

Percentage of employees under the age of 30

66,79%

2024: 71,87%

Percentage of employees aged between 30 and 50

6,16%

2024: 7,85%

Percentage of employees over the age of 50

100%

2024: 94%

Percentage of employees trained in South Africa (this includes employees who have exited the business in the current financial year)

100%

2024: 89,4%

Percentage of training spend in South Africa

R20 301 747

2024: R18 528 000

Total annual remuneration of highest paid employee

R105 487

2024: R102 120

Total annual remuneration of lowest paid employee

R152 271

2024: R149 930

Median remuneration of all employees (excluding profit share)

R280 893

2024: R282 716

Average compensation per male employees (excluding profit share)

R283 049

2024: R297 268

Average compensation per female employees (excluding profit share)

99%

2024: 96%

Ratio of male:female compensation

35,48%

2024: 36,87%

Percentage of management (top and senior) who are women

70,32%

2024: 72,5%

Percentage of management (top and senior) deemed HDSA

1,63

2024: 1,58

Ratio of lowest paid wage to legislated minimum wage – South Africa

This report contains key information regarding the Group's people profile, including our labour and health and safety statistics. In addition, it provides an overview and performance appraisal of the HC and Training division's activities, achievements and priorities across the business.

Health and safety

2024: 0

Number of fatalities (i.e. injuries on duty leading to death)

2024: 35

Number of lost time injuries (("LTI") i.e. injuries on duty leading to at least one lost day)

2024: 0

Fatal injury frequency rate (("FIFR") i.e. number of fatalities per 200 000 person hours worked)

1,02%

2024: 1,16%

Lost time injury frequency rate (("LTIFR") i.e. number of LTIs per 200 000 person hours worked)

2024: <1

Group LTIFR and/or total recordable injury frequency rate ("TRIFR") target

2024: 78

Number of first aid cases ("FACs") i.e. injuries on duty leading to minor treatment (i.e. plaster or pain tablet)

2024: 22

Number of medical treatment cases ("MTCs"), i.e. injuries on duty leading to treatment, but no lost days

Governance

2024: 8

Number of whistle-blower incidents reported

2024: 3

Number of whistle-blower incidents leading to disciplinary hearing

2024: 0

Number of employees receiving disciplinary action resulting from whistle-blower incidents reported

2024: 0

Total value of political contributions made to political parties

N/A

2024: N/A

Breakdown of contributions to political parties

2024: 0

Total number of complaints received concerning breaches of customer privacy

2024: 0

Number of allegations of discrimination and/or human rights violations in the workplace

Italtile Group



Key performance indicators	Trends 2025	Trends 2024
Recruitment and retention of fit-for-purpose personnel.
Engagement with employees across the Group.
Development of appropriate skills training, learnerships and competencies.
Support the Group's growth objectives and overriding strategy to deliver an incomparable customer experience.
Improve productivity and performance to achieve best practice benchmarks.
Develop leadership capability and capacity.
Number of training programmes conducted.

2024/25 priorities	Scorecard
Recruit senior executives to strengthen the team at Ceramics.	Ongoing
Develop and build the pipeline of factory managers through the trainee factory manager programme.	Initiative has moved to developing heads of departments internally for this programme
Formalise the mentorship and coaching programme for junior and middle managers at Ceramics.	Ongoing
Build on the leadership and technical competence of business-critical positions and key talent across the Group.	Ongoing
Continue to focus on developing, mentoring and coaching store operators at CTM and middle-level management at Ceramic.	Ongoing
Implement findings from the organisational restructure currently underway to improve and enhance the effectiveness of the business.	Human capital restructure implemented

2024/25 major achievements

2025/26 priorities and prospects

HC organisational restructure completed.
Appointed 2IC for TopT.
Appointed 2IC for CTM Western and Eastern Cape.
Appointed commercial manager for Ceramics.
Improved apprenticeship pipeline for Ceramics.
Absorbed 72% of unemployed learners at CTM and TopT.
Successful launch of the updated TopT tiling, plumbing and home-finishings programme.
Partnered with the University of Johannesburg to sponsor and recruit marketing and retail graduates.
One-on-one leadership coaching and mentoring for all Gauteng store operators.

Launch mobile communication platform for all employees to grow and enable a culture of inclusion and engagement.
Develop and implement a recruitment and performance management training programme for the Group.
Develop depth in pipeline for Group.
Develop a competency framework for key roles for CTM.
Update CTM training manual on key and relevant products.
Full utilisation of the Italtile training academy to upskill employees on tiling, plumbing and home-finishings.

Employee engagement and sentiment

The Group conducts a voluntary independent evaluation survey annually to assess the quality of engagement with employees.

Italtile Retail

In the 2025 assessment, a score of 78% (2024: 76%) was achieved, notwithstanding the testing retail operating environment. In accordance with the scoring methodology implemented, this score is classified in the category "striving to be world-class". Year-on-year, the scores for individual elements improved by 2% and reward and recognition by 3%. The employee response rate was 96% (2024: 88%). Our goal for the year ahead is to address the areas of concern. Specific focus will be on employee retention and addressing work/life balance.

Ceramics

In the 2025 assessment, Ceramics attained a score of 66% (2024: 64%). In accordance with the methodology implemented, this classifies the business as "striving to be world-class." The employee response rate was 88% (2024: 81%). The increase in the participation rate is encouraging.

The goal for the year ahead is to focus on career and personal development of employees and regular performance feedback.