Our people

Datatec employs over 9 000 employees across more than 70 countries. The Group strives to attract and retain employees of the highest calibre to uphold performance and build sustainability, and in parallel prioritises optimal working conditions and opportunities for development. The Group seeks to develop skills and talent inherent in its workforce.

The Group is an equal opportunities employer and is committed to a working environment that is free from discrimination in every region in which it operates. The divisions accord completely with this commitment. All reported incidents are investigated and if substantiated, a disciplinary enquiry will be convened, the outcome of which may lead to termination of employment.


Westcon-Comstor's technological expertise, performance excellence and years of partner success are all attributable to a very down-to-earth conviction. It is about hiring and developing the best people – dedicated individuals and teams with a strong understanding of their roles, responsibilities and contributions worldwide. The commitment to quality and value spans all operations and geographies – a driving force that combines unique skills in delivering, supporting and leading IT innovation.

Regional human resource executives take the helm in ensuring exceptional employee relations across all locations, in accordance with Westcon-Comstor CEO Dolph Westerbos' global direction and strategy. In addition to adhering to the employment laws of each country of operation, the company maintains consistent and transparent diversity policies across all markets served.

High standards are upheld through steadfast practices that go beyond performance reviews and other human resources basics. Training makes a difference, keeping Westcon-Comstor on the cutting edge at a time of unprecedented technological transformation. Corresponding programmes include such topics as new hire training, leading through change and performance management and feedback. Anti-bribery and corruption training is required of all employees. Skills development is also offered in the areas of sales effectiveness, territorial account management, customer service and general communications.

Westcon-Comstor also conducts an annual talent review for the executive compensation programme population, which represents approximately 120 of its leaders. In December 2016, the executive leadership team and regional human resources leaders met to discuss the performance and potential of these individuals. Appropriate development plans are established and put in place. Last year, the company started an annual succession planning review process for these key business leaders as well.


Logicalis recognises that its people are critical to the ongoing success of the business and, by striving to attract the best talent, develop and reward its people for great performance and engage effectively with them, Logicalis aims to optimise the performance of the business.

In Logicalis, the focus on advanced technologies requires a high level of technical expertise, and management works closely with its vendors to ensure that employees are trained appropriately and have the necessary accreditations. In the interests of the long-term sustainability of the business and in order to retain some of the top leadership talent, Logicalis launched its first group-wide leadership development programme in FY17, aimed at developing senior leaders of the future. In recognition that the business ideally wants to develop its future leaders internally, in FY18, Logicalis is also launching a high potential development programme across Europe to fast track the development of some of its early career employees who are showing signs of having the capability and ambition to assume senior leadership roles in the future.

Logicalis has also launched company-wide training offers to develop their employees' business and people skills, to equip them with critical skills in order to be more effective in their roles; such as delivering great customer service and managing careers successfully.

Logicalis also has a culture of meritocracy where great performance is rewarded. The majority of employees at Logicalis have performance objectives which are linked to the strategy of the local business. Talent and succession management reviews of the leadership team in each business are held annually, to focus on the retention of top talent and effective succession management.

Logicalis aims to be an employer of choice within the technology industry, attracting, developing and retaining the best talent. To assess what its employees think of the business, Logicalis conducts biannual groupwide employee engagement surveys, where improvement opportunities will be identified in each operation, followed up by action plans which managers and employees agree upon together.

As Logicalis' operations around the world become more collaborative and expertise is shared between operations, Logicalis have launched an international mobility programme, to enable leadership and technical expertise to be moved around the business, to solve particular challenges and also to offer enriching development opportunities to employees. To further enhance a more unified Logicalis identity across the group, Logicalis will be relaunching group-wide values in FY18. These will help clarify what has been, and will continue to be, important to the success of the business, as well as educate clients, vendors and potential future employees about the identity of the company.

Human resource practices and policies ensure that all employees, wherever they work, whatever their role, are treated equally, fairly and respectfully at all times. Logicalis maintains consistent and transparent diversity policies across all its markets.


In line with South African legislation, Datatec is required to comply with the Codes of Good Practice on BEE issued by the Department of Trade and Industry ("the Codes"), as well as the BBBEE Act 53 of 2003, amended by BBBEE Act 46 of 2013, specifically the ICT sector codes. In terms of this, the South African-based operations are required to comply with the Codes and are measured against this requirement yearly.

Westcon Southern Africa Holdings (Pty) Ltd currently enjoys a Level 3 BBBEE status, giving its customers 110% procurement spend recognition on their respective scorecards. Annual BBBEE audits are performed by accredited BBBEE verification agents.

In its broadest sense, transformation is a strategic priority for the company. The company is committed to transformation across all business practices and levels.

The recent changes to the Codes of Good Practice as well as the resulting changes to the ICT sector codes that came into effect November 2016 will have a significant impact on the company's contributor status. The company is aligning its BBBEE strategy with the revised ICT sector codes.