Currently viewing: Truworths human capital | Next: Office leading brand portfolio
TRUWORTHS

Human
capital
Truworths strives to be the South African retail employer of choice as the business continually invests in attracting, developing and retaining talent, while enhancing employee engagement and satisfaction levels.
RACE: ALL EMPLOYEES

RACE: MIDDLE MANAGEMENT

RACE: JUNIOR MANAGEMENT

GENDER: ALL EMPLOYEES

GENDER: MANAGEMENT

Total employees
10 451
(2023: 10 395)
increased by 0.5%
Turnover of permanent employees 13.4% (2023: 12.3%)
In South Africa, black
employees comprise
94%
of total employees
(2023: 94%)
Female employees
comprise
76%
of total employees
(2023: 75%)
Investment in skills development R129 million (2023: R122 million)

The human resource focus areas continue to be:
- Enhancing efforts to make a real shift by increasing the number and proportion of black middle and senior management in the business through new internal specialised fast-track development initiatives.
- Ensuring employees understand our Business Philosophy and are in alignment with the Truworths Values when they interact in our business.
- Fostering a culture of diversity, equity and inclusion through both living our Values and targeted interventions within the organisation.
- Identifying and fast-tracking top talent from designated groups.
- Maintaining investment in ongoing training and development despite the challenging macroeconomic environment.
- Investing in employees' financial and broader wellbeing to ensure improved performance and engagement levels.
- Managing employee retention and motivation in an environment where employee expectations have shifted.
- Recruiting and driving internal succession in a globally competitive scarce skills environment.
- Focusing on ways to empower women in the business and build their courage to succeed.
The Truworths workforce comprises a core component of full-time employees and a component of flexi-time employees whose working hours are dependent on the needs of the business. The employee headcount increased by 0.5% over the prior period due to organic growth. Management responsible for human capital has ensured that Truworths remains a stable employer for the many loyal and high-performing employees in the business.
Recruitment from the flexi-time pool of employees to core full-time positions, as these become available, ensures continuity of skills in stores.
Truworths' human capital at a glance | 2024 | 2023 | |
---|---|---|---|
Total employees (South Africa and rest of Africa) | 10 451 | 10 395 | |
Full-time employees | 5 238 | 5 243 | |
Contract employees* | 175 | 203 | |
Flexi-time employees | 5 038 | 4 949 | |
Skills development expenditure (excluding W&R SETA levies paid) | (Rm) | 129 | 122 |
Skills development spend per employee trained | (R'000) | 11.0 | 10.5 |
Total employees trained (including those who left employment during the period) | 11 706 | 11 523 | |
Employees trained in South Africa (including those who left employment during the period) | 11 426 | 11 267 | |
Black employees as a percentage of employees trained in South Africa | (%) | 95 | 96 |
* | Contract employees include interns, fixed-term and post-retirement contracted employees. |
EMBEDDING OUR VALUES
The Truworths Business Philosophy, our Purpose, our Values and our Vision, permeates the corporate culture, underpins the human capital management strategy and supports the goal to be the South African retail employer of choice. These elements have been central in guiding the business through the challenging trading environment and assisted in navigating the complex social and economic environment.
Management endeavours to foster a culture of innovation and high performance by encouraging employees at all levels to be contribution focused; investing in the future potential of each other by encouraging learning and sharing of skills and talents; embracing the power of inclusive teams; abundantly sharing ideas to drive newness and innovation; approaching our work with passion, energy and enthusiasm; and recognising, celebrating and rewarding excellence in contribution. Truworths also aims to embed a culture of inclusivity in line with its Values, with training programmes and coaching interventions to create awareness and enable diverse teams to work effectively to achieve the Truworths Purpose.
The business strives to continually invest in attracting, developing and retaining talented employees who live by our Values and are ambassadors of our brand.
The Values are incorporated into everyday working life at Truworths through employee engagement, recognition programmes, performance reviews, leadership 360 surveys and employee development. We remained focused on embedding and reinforcing our Values throughout the business during the period to ensure continuity and a common understanding of how each person can contribute to the success of the business by living our Values.
REMUNERATION, BENEFITS AND RETENTION
Truworths' remuneration strategies aim to reward employees who consistently focus on their contribution and achieve the goals of our various business strategies and targets. These rewards consider financial and strategic performance, alignment with our Values, individual contribution as well as the performance of inclusive teams. All management and specialised full-time employees are remunerated on total guaranteed packages, enabling these employees to tailor their cash and benefits to suit their personal needs. In addition, incentives are aimed at driving reward for performance in all areas across the business. Rewarding and retaining high-performing employees is critical as there is a strong demand for talent and scarce skills in the marketplace.
Currently 67% of employees are members of retirement fund schemes and healthcare schemes. Members of the retirement funds enjoy life cover of up to six times their annual pensionable salary.
The wellbeing of employees is a priority for Truworths. Employees on the healthcare plans have 24/7 access to telephonic medical advice. The employee assistance programme was established two years ago and enables all employees and their household dependants in South Africa to access telephonic counselling services, including trauma support, general mental health support as well as financial wellness and legal assistance. In addition, counselling consultations are provided to any female employees who are victims of any form of gender-based violence.
Flexi-time employees with more than two years' service receive company-funded funeral benefits and savings towards retirement funding. These employees may elect to make additional voluntary contributions towards retirement funding.
Benefits offered to employees are reviewed annually and amended based on market practice.
There have been no material changes to remuneration practices in the reporting period.
Owing to changes in business operations and trading patterns, 13 stores in South Africa were closed during the reporting period, with no resultant retrenchments.

TRANSFORMATION
Truworths is committed to transformation and meeting the objectives of the South African Broad-Based Black Economic Empowerment (B-BBEE) Act and Codes.
To ensure the company remains focused on transformation, the responsibility for each pillar in the B-BBEE scorecard has been allocated to a specific director. The Joint Deputy CEO, Emanuel Cristaudo, is the Chairman of the Transformation Committee. The committee meets quarterly to review strategy and measure general transformation activity and progress relative to the B-BBEE scorecard. The committee continues to seek advice from external consultants on opportunities to improve the B-BBEE score and to highlight associated risks.
AQRate, an independent rating agency, reviewed and verified the Group's B-BBEE rating in accordance with the Act.
The heightened focus of the committee on each element has contributed to the B-BBEE scorecard rating improving from level 8 in 2021 to level 6 in 2022 and to level 5 in 2023. In 2024, we have improved from a level 5 to a level 4. Our points have improved further from 75.56 to 82.64, achieving the sub-minimum points on the three priority elements (namely ownership, preferential procurement and skills development) of the B-BBEE scorecard. Truworths remains committed to steadily improving the B-BBEE score in the 2025 period.
Truworths' B-BBEE scorecard | 2024 | 2023 |
---|---|---|
Ownership | 18.43 | 15.33 |
Management control (including employment equity) | 7.90 | 7.76 |
Skills development | 17.74 | 17.86 |
Enterprise and supplier development (including preferential procurement) | 33.57 | 29.61 |
Socioeconomic development | 5.00 | 5.00 |
Total points | 82.64 | 75.56 |
Level | 4 | 5 |
The improvement in the Ownership pillar is attributable to the first time exclusion of treasury shares held by Group subsidiaries as well as shares held by organs of state and government owned entities from the issued share capital, and the increase in the value of the Office segment relative to the value of the Truworths segment.
The continued improvement in the preferential procurement pillar reflects the continued progress in engaging with suppliers on enhancing their B-BBEE credentials as well as an increased focus on procurement from black-owned micro, small and medium-sized enterprises.
Truworths has consistently achieved its socioeconomic development target through meaningful CSI initiatives. Transformation of the economic and business environment is influenced by a number of factors including societal factors. Truworths has partnered with several non-profit organisations to ensure a sustainable and meaningful contribution to meeting the needs of the most vulnerable while meeting socioeconomic development targets.
EMPLOYMENT EQUITY
An employment equity plan for the South African business was implemented in 2019 and ran until June 2024. The employment equity plan for July 2024 to June 2029 has been finalised. Quantitative and qualitative analyses were undertaken in developing the plan, including an employee survey to identify affirmative action barriers in the workplace. The process included consultation with the Employment Equity Forums, the Truworths International Social and Ethics Committee and the Truworths Transformation Committee, as well as communication to all employees regarding the process of developing and adopting the new plan.
As the plan is not predicated on a growth in headcount, opportunities to transform the workplace profile to be more representative of South Africa's demographic and economically active population will arise from resignations and retirements.
The following table details the improvement made over the five-year period from 2019 to 2024 as well as the goals set for 2024 and 2029.
Employment equity plan 2019 – 2024: Targets | ~2019 % |
Goal 2024 |
Achieved 2024 % |
Goal 2029 % |
---|---|---|---|---|
Black* representivity | ||||
Top management | 6.2 | 27.3 | 20.0 | 30.0 |
Senior management | 16.3 | 23.0 | 20.3 | 27.0 |
Middle management | 41.6 | 44.3 | 41.8 | 45.8 |
Junior management | 88.3 | 90.5 | 89.6 | 90.1 |
Female^ representivity | ||||
Top management | 18.8 | 27.3 | 30.0 | 30.0 |
Senior management | 51.3 | 52.7 | 51.4 | 54.0 |
Middle management | 70.4 | 67.0 | 66.5 | 64.4 |
Junior management | 76.9 | 76.2 | 77.6 | 76.3 |
~ | Snapshot profile as at 31 March 2019 when the Employment Equity Plan was submitted for the period 2019 – 2024. |
* | 'Black' comprises persons classified as African, Indian and Coloured. |
^ | Female representivity is planned to decline in the middle and junior management levels due to the focus on employing more males at the junior levels. |
Although we did not meet the steep target set at top management level, we are pleased with the progress made generally with regard to both black and female representivity. In addition, our focus on succession planning and investment in training and development, as well as the improvement of our black senior management profile will position us to further improve our profile over the next five years in line with our 2029 employment plan. Our challenge is to retain and grow our black representivity at middle management level which will require a strong focus in the new five-year plan.
SUCCESSION, TALENT AND SKILLS DEVELOPMENT
Truworths' Values encourage employees to learn and share, and there is a strong culture of guiding, coaching and mentoring throughout the business. In 2024, 11 706 employees participated in 253 training programmes.
The response to an increased focus on in-person training and the value gained from shared learning has been welcomed by both the trainers and the employees. However, online training will continue where it has benefit.
In 2024, e-learning offerings across various platforms were significantly increased, with 318 training interventions offered (2023: 183). This is a particularly successful platform for the store environment or for high-volume training interventions. TRU Learning, a practical and versatile app-based learning tool, allows for quick response initiatives that are targeted, fit for purpose and cost effective. The high rate of completion, measured by those employees who pass the assessment that forms part of most interventions, reflects employees living the Truworths Values and embracing the opportunity to learn and contribute more effectively. All content is created internally and can be tailored and targeted to business needs.
The merchant graduate training programme is crucial to succession planning in key scarce skill areas in the retail industry. This training programme uses a blended learning approach, combining theoretical, practical and on-the-job training, supported by individual mentorship and coaching for trainees. Over 80% of merchant vacancies are filled by graduates of this programme.
The pressure on the apparel manufacturing sector in South Africa has resulted in a significant loss of key skills in the industry as skilled employees retire and the number of people entering the sector continues to decline. Given the importance of local manufacturing as a source of supply, and the growth in Truworths' in-house design capability, the Group has commenced a process to establish a training programme in the merchandise design service area, which focuses on scarce core skills.
Opportunities have been created for unemployed learners and youth through the implementation of learnerships and internships, in entry-level positions. The internship programme provides opportunities for unemployed graduates to gain workplace experience and become workplace ready. This serves as a talent pool for recruiting for flexi-time and full-time entry-level roles and is targeted at previously disadvantaged groups.
The bursary programme further demonstrates Truworths' commitment to its employees as it provides mentorship and financial support to those who plan to enrol for tertiary academic studies linked to supporting skills to achieve organisational succession and productivity goals.
Truworths continues to offer leadership-focused development programmes for managers and future managers to ensure succession in merchandise, operations and support departments. In 2024, 2 610 employees attended these leadership development programmes (2023: 1 544).
HUMAN RIGHTS
Human rights policies and practices are embedded in the Business Ethics and Integrity Code and the Truworths Supplier Code of Ethics and Good Business Practice, as well as several other supporting policies such as the Anti-bullying and Harassment Policy and Health and Safety Policy.
A human rights policy has been implemented to demonstrate the commitment to the promotion and protection of human rights in line with national and international standards. A human rights due diligence and impact assessment was undertaken to identify and respond to actual and potential risks for workers in our operations and supply chains.
Freedom of association
We respect employees' right to freedom of association, and to choose to belong to a trade union, and to collective bargaining. Employees are made aware of their rights to freedom of association. Managers are trained on the right to freedom of association during the employee relations training programme. Truworths has a policy against unfair discrimination or victimisation of employees exercising any right to freedom of association.
The right to freedom of association is extended across the segment's operations. In 2024, union membership of employees in our Lesotho operations increased and Truworths concluded a relationship agreement with the National Union of Commerce, Catering and Allied Workers (NUCCAW).
Membership of the South African Commercial, Catering and Allied Workers Union (SACCAWU) in respect of the South African operations has decreased from 7.0% in 2023 to 5.9% in 2024. Following the acquisition of the Barrie Cline and Bonwit design centres, 11 employees are members of the Southern African Clothing and Textile Workers Union (SACTWU), representing 0.1% of the total South African employees.
Truworths did not experience any incidents of industrial action in the reporting period.
Labour standards
Truworths complies with the legislative and moral principles relating to the prohibition of work by children under the age of 15 and the protection of young people, and expects suppliers and business partners to adhere to these principles.
Truworths is committed to valuing the rights of children as outlined in the Constitution of South Africa as well as International Labour Organization (ILO) conventions.
The principles relating to the employment of children aged 15 to 18 are similarly adhered to by Truworths, and no child this age may be required to do work that is inappropriate for their age or that places the child's wellbeing, education, physical or mental health, or spiritual, moral or social development at risk.
Truworths adheres to the ILO Forced Labour Convention and does not engage in or support forced or compulsory labour, trafficked, indentured, or bonded labour, or slavery. Employees are recruited in line with international standards and may resign from their employment as set out as a term in employment contracts. All suppliers and business partners of Truworths are required to implement recruitment and subcontracting practices that are free from forced labour, slavery, servitude and human trafficking, and cruelty or degradation of the human condition.
In addition to the rights of children and forced labour, Truworths adheres to international labour standards in relation to equal remuneration, non-discrimination, dignity and respect, working conditions, and privacy.
Refer to the Environmental, Social and Sustainability Governance Report 2024 as well as the Business Ethics and Integrity Code on the website www.truworths.co.za/sustainability for further details relating to human rights.