Health, Safety & Environment
Construction and mining are high risk industries, where the potential for risk and injury are significantly higher than in other industries. Concor recognises that we have both a legal and ethical obligation to ensure that our operations do not result in negative impacts and to safeguard our employees. We also recognise that Occupational Health and Safety extends beyond our employees, therefore encompassing our obligation to other participants involved on our projects, communities and the environment as a whole.
Zero Harm drives our strategy and response to HSE initiatives, supported by strong leadership, continuous motivation, ongoing education and empowerment of our employees. The Concor HSE strategy is informed by the Group’s values and reinforced through a company-wide HSE awareness philosophy – Stop.Think.Act!
Visible Felt Leadership
Concor understands the role of management as change agents and facilitators of our safety culture. How we act, re-act and manage ourselves has a direct impact on how our people in Concor take decisions, prioritise and act. This felt leadership from management leads our people at all levels to understand and “feel” our leaders’ high standards, and accept their strong commitment to safety as non-negotiable.
Major Incident Prevention Programme
Concor recognises that focusing mainly on low injury rates does not necessarily equate to zero fatalities. In order to address known fatal risks, Concor has implemented its Major Incident Prevention (M.I.P.) Programme, which concentrates efforts on the verification of critical controls by supervisors in the field. M.I.P analyses pathways where fatalities might occur and where direct intervention can prevent a Major Incident Event (M.I.E.) from occurring.
M.I.P is easily adapted to any project or work site and by capturing the lessons learnt back into M.I.P, it continuously locks future improvements.
Collaboration with stakeholders
Concor is a proud and active member of Master Builders, SAFCEC, the SACPCMP and the CIDB, all non-profit organisations aimed at improving, safety of all construction industry stakeholders through free exchange and sharing of information.
Lost Time Incident Frequency Rate – FY12 to FY19
Occupational Health & Wellness
Concor values its employees and implements appropriate programmes which are designed to support and assist employees in balancing work-life demands. Through the Wellness@Work initiative, Concor offers both on and offsite support services to employees and their immediate families, including but not limited to:
- Free, confidential support and trauma counselling services
- Health and wellness screening
- Health risk assessments
- Medical surveillance
- Executive medicals
Concor aspires to Zero Harm in all aspects of its business including the natural environment in which it operates. Concor has established practices to prevent and mitigate pollution emanating from our industrial processes and this knowledge is expanded on and spread to all projects. We have developed critical environmental standards to ensure environmental performance against which risks and opportunities can be assessed and managed. In addition, we have developed several performance strategies to limit our use of or manage:
- energy consumption
- process waste and
- prevention of pollution to water, air and land.
Concor acknowledges that climate change is a major threat facing us and we are committed to making a determined effort to operate in an ever more efficient and sustainable manner.
Our clients’ EMPs and Environmental Authorisations are embedded in our daily processes to ensure our operations constantly understand their obligations to our legal commitments. In addition to this we also ensure our operations are legally assessed annually.
Environmental Management Track Record:
Broad-Based Black Economic Empowerment & Transformation
Enterprise & Supplier Development
Concor understands that building a business entails challenges and levels of untold sacrifices, before reaping any benefits. With this in mind, we have developed an Enterprise and Supplier Development (ESD) programme that is designed to contribute significantly to the transformation of the construction industry, through the development and advancement of Small, Medium and Micro Enterprises (SMMEs).
Our mandate is operationalised through an integrated programme which seeks to support, develop and mentor SMMEs, thus providing a solid springboard from which they can enhance their capabilities, grow their businesses and successfully compete in the market.
Established in 2010, the Concor ESD programme is implemented as a 5-year mentorship and training programme. The programme is self-funding and leverages time and resources of Concor employees and associated professionals to provide skills transfer and support as follows:
- General mentorship and coaching
- Specialised technical training
- Financial management and human resources training
- Access to office space, administrative support and transport
- Subsidised leasing of plant and equipment
Concor does not provide financial assistance or loans to ESD beneficiaries, but assists by facilitating access to financial institutions, provides references for beneficiaries and provides surety around future work. Concor also facilitates access to networking opportunities, exposing ESD beneficiaries to potential clients and suppliers.
Programme implementation is decentralised and relies on support from all business units. The mentorship programme is informed by the specific development needs of beneficiaries, and mentors are assigned if they have the requisite skills, areas of specialisation and based on their availability. Concor commits in excess of R70 million to the programme annually, which is calculated as a percentage of the mentor’s salary and the number of hours committed per month.
Concor, through its Employee Development initiatives, is committed to the development of the organisation as a whole. This is achieved through ongoing education, training and development of all employees, in line with business objectives and professional development needs. Skills development and training opportunities are also extended to selected beneficiaries in line with organisational demands, as well as legislative requirements and industry best practise.
Concor offers professional development, managerial and leadership programmes in support of individual and/or operational business needs as follows.
Graduate Mentorship Programme
The Graduate Mentorship Programme (GMP) assists graduates with the transition from university to the working environment. The GMP is aimed at formalising and guiding the transfer of technical, leadership and management skills from mentors (experienced professionals within our business) to mentees (new graduates).
The GMP includes an induction into the organisation, followed by 4 training blocks over a 24 month period. This programme also assists mentees to complete portfolios required for professional registration with relevant councils, upon completion of the GMP or during the course of their careers.
Management Development Programme
Management Development Programmes are geared towards Concor employees with potential to advance to management or existing managers requiring support or career advancement. Three programmes (Next Manager, Managing for Results and Managing Managers) are offered and implemented in partnership with the Gordon Institute of Business Science (GIBS).
Digital Learning Programmes (E-learning)
Concor also recently introduced digital learning programmes for senior staff. Digital learning programmes allows the company to offer world class training, without the disruption of travel time and extended periods away from work. Senior staff are enrolled with the Wits Digital Campus and courses include inter alia, Project Management and Financial Management of business operations.
Investing in the Future
Go for Gold
Concor is also committed to addressing skills shortages within the industry and unemployment in the country. Through a partnership with Go for Gold (GfG), we currently support 22 students who have an interest in construction and the built environment. Go for Gold implements a four-phase programme which commences in secondary school and is completed when students are finally employed within sponsor companies. Of the 22 students being supported, 10 are currently in grade 12 while the remaining 12 have been absorbed into Concor Buildings and Concor Infrastructure. These students are completing their learnerships as part of GfG’s phase 2 programme, before commencing with their tertiary studies.
Work-Readiness Training & Work-Based Learning
Through a partnership with the National Business Initiative and the Harambee Youth Employment Accelerator, Concor supports Work-Readiness Training (WRT) and Work-Based Learning (WBL) programmes which are aimed at preparing TVET college students for integration into the world of work. Following the 3 month WRT at Harambee, students are absorbed onto project sites to undertake a 9 month learnerships. Concor supports a minimum of 2 students per annum.
Concor has a solid track record as a good corporate citizen. We engage in social upliftment activities aimed at alleviating poverty, redressing inequalities of the past and contributing towards the development of engineering and built environment professionals required to sustain infrastructure development and economic growth in the future.
The Group has adopted a Socio-Economic Development (SED) policy which forms the basis for engagement with development stakeholders and guides implementation of appropriate programmes. In alignment with the Construction Sector Code, Concor’s SED programme has a dual focus, prioritising funding for both structured and community engagement programmes.
Structured SED programmes
- Corporate Social Investment
Focuses exclusively on education and skills development, across the education pipeline. Funding is prioritised for programmes that focus on Science, Technology, Engineering and Mathematics (STEM). Investment in STEM assists in sparking interest in the engineering and the built environment, contributes to creating a steady pipeline of talent for our business, and addresses critical skills shortages within our industry as a whole.
- Sikhulisa Fund
The Sikhulisa Fund represents Concor’s longstanding social upliftment and employee involvement programme. Sikhulisa means ‘to nurture’ and for over 50 years, Concor employees have nurtured growth, development and opportunities for orphans and vulnerable children across South Africa. Through the Sikhulisa Fund, employees are encouraged and supported to make voluntary, payroll-giving contributions which are donated to non-governmental organisations. Concor provides matched funding to the initiative, thus supplementing funds raised by employees.
Community Engagement Programmes
Due to Concor’s vast geographical footprint, we encounter numerous communities in need of support. With the support of community liaison officers, we are able to identify and establish relationships with key stakeholders, undertake needs assessments and partner with local suppliers and service providers to address community needs.
We provide funding to cover basic renovation or refurbishment costs, sports equipment and basic skills training. Discretionary funding within these communities also assists in building relationships with key clients and community leaders and has also garnered support for our employees and project infrastructure.