Responsible business

Corporate social investment

Datatec is committed to empowering those who need it most, through education. Despite insurmountable challenges brought by Covid-19, the Datatec Educational and Technology Foundation has witnessed remarkable outcomes among young men, women and children in several grassroots programmes the Foundation continues to support.

Overview of the Foundation

The Foundation carries a proud history of funding education, specifically in science, technology, engineering and mathematics ("STEM") subjects, in severely under-resourced communities across South Africa.

Recognising the critical need for STEM-based professionals, the country's deepening maths and physical science education crisis requires creative interventions.

In response to this, the Foundation has developed long-term funding partnerships with non-profit organisations ("NPOs") which focus on STEM development. In certain instances, they support psychosocial development among learners in townships across Gauteng, the Eastern Cape and the Western Cape. Funding is then allocated to school-level intervention programmes for learners and teachers, psychosocial development, technology infrastructure, skills development for unemployed youth, or tertiary ICT education offered by our partners.

Approximate numbers of individuals who have benefited from the R8.7 million funding provided by the Foundation in FY21:

Key areas and projects that the Foundation supports:

Teacher and learner development at a secondary school level Kutlwanong Promaths Tomorrow Trust OLICO Maths Education Vula Programme at Hilton College	Technology infrastructure Afrika Tikkun	ICT skills development for unemployed youth Maharishi Institute	Bursaries for disadvantaged students Belgium Campus iTversity

CSI spend by geography

CSI spend by project type

Teacher and learner development at a secondary school level

PROJECT			FY21 IMPACT			FY21 OUTCOMES			FY22 TARGETS
Kutlwanong Centre for Maths, Science and Technology – Promaths Nature of project Promaths provides after-school and holiday tuition in maths and natural science for Grade 10 to 12 learners (210 learners in FY21) in the Eastern Cape's Mdantsane township.			210 learners in the project Career guidance offered to all 210 students 1 237 contact hours			100% pass rate on maths programmes 92% of learners on Grade 12 programmes achieved Bachelor-level passes Total of 21 maths and science distinctions for Grade 12s enrolled in the programme in FY21 Improved learner understanding of maths and science as a result of better-equipped teachers Better-equipped teachers to teach maths more confidently Improved learner performance and confidence			25 distinctions in maths and science 100% pass rate 100% Bachelor pass rate Provide career guidance to all students Ensure all students in the programme are up to date with any gaps in the curriculum due to the disruptions caused by Covid-19 Utilise online platforms to deliver blended learning Run a device campaign to supply all students with a device in FY22
The Tomorrow Trust Nature of project The Tomorrow Trust provides integrated academic and psychosocial support to orphaned and vulnerable children. Datatec supports the Saturday and holiday school programme which provides academic support for children from disadvantaged backgrounds. Learners receive comprehensive academic lessons in maths, English and natural science. Career guidance support, leadership workshops and psychosocial support are also provided.			30 Grade 9 and 30 Grade 11 learners on the programme All learners received iPads Free data of over 40GB over five months to each learner Hosted eight virtual career days			Grade 9's baseline tests increased from 50% to 62% in the final term Grade 11's baseline tests increased from 50% to 56% in the final term Grade 9 and Grade 11 learners achieved a 100% pass rate			100% pass rate 95% Bachelor pass rate 24 distinctions with 80% of students receiving at least one distinction in maths, science or English Provide career guidance to all students
OLICO Maths Education Nature of project OLICO provides a blended use of extracurricular maths tutoring and custom-built online maths programmes for Grade 7 to 12 learners, alongside maths clubs aimed at primary-school learners (Grades R to 6). The maths clubs offer fun maths games and activities to build basic core number fluency and enjoyment of the subjects. Datatec funds the programme director's annual salary.			1 151 learners in the project WhatsApp hotline and negotiating zero-rated data costs with four major telecommunications providers			The 2020 matric class achieved a 100% pass rate 100% maths pass rate 91% Bachelor-level pass rate five distinctions in maths (class of 20)			Grade 12s to achieve: 100% matric pass rate 100% maths pass rate 70% of students achieving 50% or higher for maths
Vula Programme Nature of project The Vula Programme is an educational outreach initiative at Hilton College in KwaZulu-Natal which services more than 100 under-resourced schools from previously disadvantaged communities. Datatec contributes towards the careers day, the Vula Mathematics Project and overheads.			500 learners in the project Grade 12 students and 25 teachers attended the 2020 careers day			331 maths and science teachers attended the Vula Mathematics Academy (17 directly linked to Foundation grant) Over 200 teachers supported virtually			Maths training for an additional 100 teachers Providing career guidance for 500 Grade 12 learners at the 2021 careers day
Improving technology infrastructure and access to computers
Afrika Tikkun Nature of project Afrika Tikkun provides sustainable care and development for vulnerable and orphaned children from birth until the age of 25.			100 iPads were purchased to support the eLearning programme for the child and youth development programmes Adapted the child and youth development programmes to remote learning			In FY21, 2 996 young people were reached, a 16% increase compared to the prior year Enabled computer literacy training			Enable access to quality technology infrastructure for learners and communities
ICT skills development for unemployed youth
Maharishi Institute Nature of project The Maharishi Institute offers virtually free university college access opportunities to unemployed youth, enhancing their level of employability after completing their degree courses.			Packed and successfully moved all academic programmes online Developed five new national certificates and had them accredited with various SETAs Developed the HealthCheck App for the national school system as well as the TeacherConnect platform - in collaboration with the Department of Education			Currently in year one of two-year skills to employment programme Provided free access to tertiary studies for underprivileged learners/students Developed skills for the fourth industrial revolution Better prospects for a better future for young underprivileged South Africans			Deliver a two-year skills to employment programme, which will help 530 new and existing students to gain industry certifications and accreditations for a variety of SETA training programmes (including IT, Insurance, Financial Markets, Cyber Security and Digital Marketing)
Bursaries for disadvantaged students
Belgium Campus iTversity Nature of project The Belgium Campus is an IT university offering IT degrees, diplomas and certificates to graduates.			Tuition fees, residence, uniforms and stipends for three black female students studying towards a four-year Bachelor of Information Technology degree			All three students passed their second year of study			Complete and pass with greater than 50% average for their third year of study Proceed to the fourth year, which will be a practical year, and finish their IT degree

• SUCCESS STORIES

Mdantsane matriculants excel in maths and physical science against all the odds

Despite the challenges faced by the South African matric class of 2020, learners benefiting from the Kutlwanong Promaths programme in the East London township of Mdantsane recorded remarkable performances in maths and physical science. The arrival of the Covid-19 pandemic in South Africa disrupted academic learning on an unprecedented scale, with the hard lockdown introduced in March last year proving to be especially taxing for matrics preparing for their final exams.

Covid-19 meant that Promaths centres had to rethink their strategies while recognising that internet connectivity and web access in townships and rural areas remain a huge problem in South Africa. By employing a combination of online and face-to-face teaching sessions, Promaths was able to keep learners firmly on track, and also recover sessions that had been lost to the lockdown.

The outcome for the Mdantsane cohort was beyond what even programme facilitators imagined. The group of 60 Eastern Cape learners recorded a 100% pass rate in maths and a 98% pass rate in physical science, but even more impressively, they achieved overall averages of 63% and 67% in these two subjects respectively. There were also eight distinctions for maths and 13 distinctions for physical science among Mdantsane's Promaths learners. Likhona Mnyamana, of Khulani Commercial High School in Mdantsane, scored a near-perfect 98% for maths and 97% for physical science, while another Khulani learner, Faith Tonnie, scored 86% for maths and 90% for physical science. At Wongalethu High School, located in Mdantsane Unit 2, Liphelo Morris left matric with 86% for maths and 91% for physical science. Another standout performer was Sandisiwe High School's Kelly Mugonera, who notched up 80% for maths and 87% for physical science.

As a measure of just how much the Promaths learners benefit from the programme, in the 2019 National Senior Certificate examinations, the Eastern Cape pass rate average for maths and physical science was 41.8% and 70.3% respectively. By comparison, Mdantsane's Promaths learners achieved 100% and 98% respectively.

Learners fly in the face of Covid-19 challenges to achieve remarkable pass rates

Thanks to dynamic academic interventions like the OLICO Maths Education Programme, participating learners achieved a 100% matric pass rate in 2020. They also achieved a 100% pass rate for pure maths and a 91% Bachelor-level pass rate against a national average of only 36%. Furthermore, four-fifths of these learners scored in the top 20% of maths learners in the country, with five distinctions recorded for pure maths - a first for the OLICO programme.

Last year, 863 learners participated in OLICO's high school programme. Because OLICO was unable to offer the usual face-to-face support to target beneficiaries, it had to diversify. It continued with its original after-school intervention during the first term of 2020 but it also transitioned to WhatsApp group classes during the initial hard lockdown from April to July.

OLICO provided support to learners on the revised curriculum between August and December. To do this successfully in a low-tech environment like Diepsloot, OLICO focused on blending existing solutions such as WhatsApp and entry-level cellphones with a carefully thought-through educational strategy to keep learners engaged over the long term.

The learners benefited from other innovations as well. OLICO launched a maths WhatsApp Hotline for senior phase learners, with more than 5 000 making use of the service, and also published a number fluency app for entry-level Android devices (data-free). It also entered into new collaborative partnerships with the Gauteng and the Western Cape education departments.

North America

• Logicalis US has established education as a key pillar to battle poverty and inequality
• Logicalis US donated in excess of US$100 000 to 67 charities

Latin America

• Logicalis Latin America supported various educational initiatives
• Logicalis Argentina strongly focused on supporting people with disabilities
• Logicalis Brazil donated to three entities that assist children, young people and the elderly

Europe

• Logicalis EMEA has supported outdoor and sporting activities, community-based initiatives chosen by employees as well as educational initiatives
• Westcon International supported mental health initiatives, people with disabilities and children's charities

Asia-Pacific

• Logicalis supported charities relating to the elderly, the homeless and educational initiatives
• Westcon International supported mental health initiatives

MEA

• Logicalis supported educational initiatives and young entrepreneurs
• Westcon international supported children with special needs, invested in multiple employment and learnership programmes, and provided bursaries to black students studying IT

Logicalis' CSI goal is to support education to empower Architects of Change^TM across the world.

In FY22, Logicalis Asia will be working to align with the broader Datatec Group Responsible Business agenda by focusing on the support of regional and local education initiatives. A priority will be the establishment of a mentoring and internship programme for underprivileged and minority students to provide opportunities to develop their knowledge in technology.

Logicalis EMEA will continue to expand corporate social responsibility activities, driving a stronger focus on education in FY22.

Westcon International's corporate social responsibility goal is to improve education for the next generation and to support special local charities in the communities in which it operates.

Westcon International has provided both time and resources to the communities in which its employees live and work.

In FY22, education remains a key focus for Westcon International.

Analysys Mason is committed to supporting registered charities in the communities in which it operates and considers providing financial assistance for sporting events as well as for education and welfare groups.

Please refer to the Annual Report for the Logicalis, Westcon International and Analysys Mason social investment reports.

Our people

Datatec Group

Datatec believes that its employees are a key driver of its success and relies on their knowledge and skills. Employees are aligned with the Group's purpose and are expected to uphold its values. They are a key stakeholder group whose needs and expectations are recognised and focused on.

Datatec employs close to 10 000 employees across more than 50 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 inquiry will be convened, the outcome of which may lead to termination of employment.

We create value for our employees through engagement programmes, education, training and development, rewards and recognition and long-term and short-term incentives. This, in turn, ensures that our employees are motivated and engaged and contribute positively to the Group's performance and ultimate success.

9 939 employees (FY20: 10 924)

Employees by geography

6 468 employees (FY20: 7 339)

• Over US$2 million spent on development programmes and training accreditations with a shift in FY21 towards certification investments
• Recognised as being a “great place to work” in five countries within the technology industry in FY21

Employees by geography

Diversity and inclusion

Logicalis recognises that innovation drives the creation of value for its business and for the world; and that when people from diverse backgrounds work together, the more innovative and creative that team is likely to be.

In 2021, Logicalis launched the Logicalis Global Inclusion Council, a team of global leaders who will drive the creation of strategic accountability and actions to help deliver diversity and inclusion objectives, provide governance and oversight on diversity efforts, and promote division-wide communication on progress.

This council will ensure that Logicalis continues to create an inclusive work environment, celebrate diversity, and engage and empower its people to reach their full potential.

A great place to work

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 division. Logicalis aims to be an employer of choice and was recognised in FY21 as being a "great place to work" in five countries within the technology industry, along with receiving regional recognition for the first time for Latin America. Logicalis is targeting 11 countries to take part in similar awards in FY22.

Developing talent

In Logicalis, the focus on advanced technologies requires a high level of technical expertise. Management works closely with its vendors to ensure that employees are trained appropriately and have the necessary accreditations.

In the interests of its long-term sustainability and in order to develop and retain its top leadership talent, Logicalis has established a series of international development programmes. These programmes develop its senior leaders to be ready for some of the most challenging executive roles in the business in the future, develop the best senior technical talent to become more rounded business professionals and increase international collaboration across Logicalis.

In order to develop its future leaders internally, Logicalis runs a high-potential development programme to fast track the development of some of its employees who show signs of having the capability and ambition to assume senior leadership roles in the future. As we emerge from the pandemic, in FY22 there will be four high-potential programmes run across Europe, Latin America, the US and Asia with 62 high potentials benefiting from the investment. All of these programmes have high-retention and promotion rates for those who attended. In FY21, the majority of operations invested in providing online learning content on business, people and technical skills to their employees.

Rewarding performance

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 and development of Logicalis top leadership talent and effective succession management.

Continuous listening to employees

To enable Logicalis to understand what its employees think and feel about working for Logicalis, a continuous listening "Pulse" platform was successfully launched across the division in FY21. This gives business leaders access to real-time feedback and analytics from their teams, where improvement opportunities can be easily identified in each operation, followed up by action plans which managers and employees agree upon together.

Living its values

Logicalis has a set of values and competency framework, which helps the division develop a common identity across all of its international operations. It clarifies what behaviours it takes to be successful in Logicalis, which are often used in recruitment, 360 feedback and individual performance and development discussions. Employees can also nominate each other for value awards for living the values.

Human Resources digital transformation

Logicalis has embarked on creating global organisation structures for services and centres of excellence for the division's global solution offerings, with leaders managing people across country borders for the first time. This has accelerated the need for the division to introduce a human capital management platform. This platform will help leaders to effectively manage their employees around the world, provide better quality people data to enable better decision-making and provide a far superior digital experience. The platform is being rolled out across multiple regions in FY22.

3 109 employees (FY20: 3 281)

• US$0.6 million spent on training programmes with virtual training embraced across the division
• 400 hours of centrally managed training campaigns

Employees by geography

Diversity and inclusion

Westcon International's values are at the heart of everything it does. Excellence, innovation, partnership, integrity and empowerment make up its DNA. In line with this, "ONE Westcon" (Open Network for Employees of Westcon) was created. The ONE Westcon programme raises awareness internally and supports in areas relating to diversity, inclusion and empowerment.

The global ONE Westcon programme enabled Westcon's people to celebrate its diversity globally and help make sure employees felt included and respected regardless of their age, gender, race, religion, sexual orientation, physical conditions, cultural background or country of origin. Black history month for the UK/I was celebrated and the first ONE Westcon virtual global event was held, with both internal and external speakers addressing various topics that support the objectives of the programme.

As a global business, Westcon International believes that the best work comes from a workforce that reflects the world around us. Different ideas and perspectives help it innovate, manage risk, and grow the business in a sustainable way. That is why it is committed to creating a diverse and inclusive workplace.

Westcon International continues to monitor potential differences in gender pay in adherence to government guidelines. Gender pay is broadly in line with industry. However, there remains a focus on encouraging more women into technical roles.

Recruiting the best talent

Westcon International's strategy clearly articulates that the core strength of its division is its people. Attracting, developing and retaining the best employees across its international business will enable Westcon International to deliver its business priorities and goals.

Supportive environment

Westcon International believes in creating a friendly, supportive and forward-thinking work environment which helps people succeed and excel in a competitive marketplace. This is underpinned by its values which are at the heart of everything it does - partnership, excellence, innovation, empowerment and integrity. Employee recognition gifts are sent to employees at key personal landmark moments.

Employee development

Despite the challenges posed by the global pandemic, Westcon International continued to provide learning and development programmes aligned to the business strategy and in support of employees' personal development requirements. All learning programmes were converted for virtual delivery and achieved similar results when compared to those originally designed for face-to-face delivery. Online classes are highly interactive and independent study has flourished via e-learning.

• Over 300 candidates have attended virtual inductions
• Over 70 candidates attended the internal project management programme
• Over 200 candidates attended sales training

Early careers

Westcon International's "Level up" early careers programme is an opportunity for new entrants to enter the exciting world of technology. During this year, the schemes have continued to be successfully expanded across the business:

Spain

Under the "Level Up" framework, there are three different programmes (internship, training and apprenticeship) all with the same goal to attract young talent and train them in advanced telecoms technologies. In the last year, 15 interns have participated in the Level Up programme, three of them have been promoted and six continue in the programme.

South Africa

WestconGroup SA continues to invest in the upskilling of youth through several learnership programmes. In FY21, over 20 learners graduated from the programme, resulting in the majority being absorbed into full-time positions within Westcon-Comstor SA. An additional 15 learners have been welcomed to the programme, with a specific focus on network and cyber security.

Europe

There are a number of apprentices, interns and student employees employed in Germany, France, the Netherlands and Belgium.

UK

Four out of five sales apprentices have successfully completed their qualifications and been offered permanent positions. A marketing apprentice is also expected to complete. A further seven apprentices have been hired in FY21, utilising the government incentive scheme.

Singapore, China and Taiwan

An internship programme (targeting engineers) has been run in Singapore and China and has been very effective at building the talent pipeline in Westcon International's technical ladder. During their six months of internship, the students learn and adapt to Westcon International's working environment and culture and will further develop their skills. In China, the interns are readily available after their internship period and 1-2 of the better performing interns will be converted to confirmed employees. An internship programme with Taiwan University is being explored.

United States

The summer internship programme will kick off this year. Two students from a local college in their senior year of studies will be offered a paid internship working with the Westcon Group Services Inc. IT department. This will offer them an opportunity to gain experience within their college major as well as offer them workplace office experience. This will also be rolled out in connection with the Level Up programme.

United Arab Emirates

A four-month internship programme remains in place for MBA and global business graduates who specialise in global logistics and supply chain management as well as IT management. After successful completion of the internship programme, interns are employed full time, mainly in operations.

340 employees (FY20: 278)

Employees by geography

To demonstrate its commitment, in 2020 Analysys Mason was proud to become a signatory of the Tech Talent Charter, a non-profit organisation leading a movement to address inequality in the tech sector and drive inclusion and diversity in a practical and measurable way.

Rather than setting diversity quotas, Analysys Mason instead aims to build resilient processes that will provide the best opportunity to improve gender (and other) balances. Such initiatives span the full employee lifecycle, from application stage through to conducting exit interviews with leavers. Its recruitment and selection process is designed with the sole focus of hiring the most suitable and best-performing applicants in a fair and non-discriminatory way. This includes actively considering where and how to promote job opportunities, how to assess through structured/unbiased interviews and feedback, and evidencing its commitment to diversity and inclusion in employment collateral.

Beyond recruitment, all of Analysys Mason's internal processes are fair and transparent. Its resourcing function works with project managers to be mindful of the importance of effective project scheduling, and it has a proven track record of making a success of flexible working arrangements. Analysys Mason also offers enhanced parental leave.

To proactively supplement these processes, and with a focus on gender diversity in an industry that faces particular challenges in attracting, retaining and realising the potential of female team members, Analysys Mason has also recently launched an internal executive coaching programme: "Supporting Future Female Leaders." The programme's objective is the improved retention and professional growth of female consultants and managers into principals and ultimately partners. This coaching programme benefits from principal- and partner-grade female mentors who will form relationships with individuals and groups of female consultants and managers, which Analysys Mason believes will have a positive impact on attraction, retention and progression.

Environment

Datatec is currently in the process of developing and submitting its sixth CDP climate response. The CDP is an internationally acclaimed initiative that is driven by over 500 institutional investors representing in excess of US$100 trillion in assets with the objective of gaining greater visibility into how companies are managing the risks and opportunities in response to climate change.

The world is driving ahead into the low carbon transition and shareholders are increasingly demanding such visibility. In an effort to provide more transparency to shareholders, Datatec has once again teamed with GCX Africa to develop, collate and submit the 2021 CDP report.

The CDP report will provide Datatec with an opportunity to identify specific risks, opportunities and mitigation options that could have a material impact on Datatec's business operations over the medium to long term. The Company will engage with external professionals to mitigate and adapt to the risks identified and to take advantage of available opportunities in order to unlock maximum strategic business value from the initiative.

Logicalis

FY22 commitments

• Logicalis Singapore aims to reduce energy consumption and water usage by 0.5% of the 2021 baseline, and reduce the amount of waste generated by 0.5%.
  • Guiding these activities will be the development of a Regional Green Environment Policy, which will allow for the region to take further, measurable steps to support environmental protection.
• In FY21, Logicalis Hong Kong launched the "Go Green" Project, committing to take steps on a journey toward operating more sustainably. The project includes procurement of recycled paper and envelopes, refillable ball pens and encouraging the reuse of document folders and stationery.
  • Recycling bins for paper, aluminium, tins and plastic allow for the responsible sourcing and processing of waste, and the team undertook an energy-saving initiative by replacing old lighting systems with LED lights.
• Logicalis Channel Islands will be assessing the feasibility of reducing the number of offices that the team uses, which will have significant implications on reducing energy and water consumption, and the generation of waste.
• Logicalis Germany plans to strongly execute their sustainability strategy in FY22, which focuses on a durability and quality system to improve work processes within and between teams to drive a culture of quality; and an environmental protection focus to improve sustainability at each location in Germany.
  • To achieve the latter, a sustainability team at each location will review electricity consumption, waste, and company-wide CO₂ emissions, and will work to define reduction targets and measures and oversee the execution of a sustainability
    plan.

FY21 sustainability and environmental performance highlights

Logicalis Asia

Logicalis Hong Kong, Indonesia, Singapore and Taiwan have all implemented a system that allows payroll, timesheets and claims to be processed online without the need for printing. The team in Singapore has also committed to reducing paper use, opting not to print documents such as bonus letters and employment contracts, but to provide digital copies instead.

Logicalis Singapore is currently pursuing the Green Mark Certification Award, a rating system designed to evaluate progress in organisations under the categories of fitness, healthy lifestyle, and green (environmental performance). Through the initiative, the team will be hosting a series of talks, workshops and activities to raise awareness, educate, and encourage employees to commit to a healthier lifestyle and environment.

Logicalis Australia

Logicalis Australia has replaced inefficient, high-energy lightbulbs with lower wattage, energy-saving lights (compact fluorescent and LEDs), and works to ensure that office cooling systems are set up at an optimal temperature and switched off after work hours and over weekends.

Recycled paper and green office stationery are purchased for staff usage, with the latter making up part of Logicalis' inventory on corporate premiums, which are given out during client events.

Logicalis Australia continues to partner with PonyUp, an organisation that turns unwanted, second-hand technology into charitable currency which, in turn, reduces the level of waste into landfill.

Logicalis Europe

Logicalis Channel Islands promotes the use of public transport and cycling to work. Recycling is encouraged throughout with bins located in all offices. Staff are encouraged to minimise what they print, and use recycled paper where possible.

The first electric car was used as a company car in Logicalis Germany in FY21, and plans are to increase the usage of electric cars and continue to encourage staff to use the train instead of planes and cars. Travel reduction and the use of online tools for meetings and team collaboration are well-established in Logicalis Germany.

Logicalis Ireland promotes the use of public transport and cycling to work. Logicalis Ireland also promotes the government tax saver initiative through which employees can receive commuter tickets tax-free as part of their employment package. Logicalis Ireland promotes recycling internally with bins located in a number of key areas. The print management strategy has focused on reducing the number of printing devices, eliminating unnecessary printing and purchasing recycled paper.

Over the last two years in Portugal, Cilnet committed to eliminating internal consumption plastic, having abolished plastic water bottles, plastic cups, disposable plates and cutlery, and plastic spoons for coffee. Cilnet has continued the recycling programme with Nespresso for all coffee capsules. With Zero Waste, Nespresso donates rice portions to the Portuguese Food Bank. In 2020, Cilnet contributed 385kg of rice from recycling efforts. Cilnet is currently taking action to promote data centre efficiency, such as server virtualisation, an airtight room, and a smart cooling system.

Logicalis Spain has a GRI certificate, which verifies the sustainability reports in accordance with the principles and guidelines specified by GRI. Logicalis Spain has also obtained recertification in the ISO 14001 Standard of the Environmental Management System, which demonstrates its commitment to protecting the environment through the management of environmental risks associated with company activities and compliance with environmental legal requirements.

During FY21 Logicalis Spain committed to reduction of energy consumption and reduction of paper usage. The company's quality and environment department monitors energy consumption and consumption/purchase of paper. In addition, during FY21 a great deal of documentation digitisation work was carried out, which has reduced the use of paper in offices, and the use of recycled paper was established as the default paper in printers. Logicalis Spain promotes recycling internally, placing recycling bins in several key areas of the offices.

Logicalis UK has recently launched the Tusker car benefit scheme, which encourages the use of electric and hybrid cars through a salary sacrifice programme. Logicalis UK also has a Cycle to Work scheme which allows staff to purchase a new bike or equipment, or both, and pay the cost back through the salary sacrifice programme.

Logicalis Latin America

Logicalis Brazil ensures that all its offices comply with local environmental laws. Before initiating projects, Logicalis conducts several preventive actions like risk anticipation and control actions planning, expressed in occupational safety, health, and environmental programmes.

Logicalis Brazil has obtained ISO 14001 and ISO 45001 certifications, showing that the organisation is committed to preventing environmental impacts and continuous improvement as part of the normal business management cycle. Beyond that, Logicalis Brazil has been neutralising greenhouse gas emissions of its operations since 2019 and following the Greenhouse Gas Protocol.

Logicalis South Africa

Aircon gases emissions, business travel (air and car), electricity, water consumption, and stationary fuel (generators) are tracked annually in order to determine its carbon footprint and set up initiatives to reduce environmental impact.

Logicalis US

Logicalis US seeks to conduct its operations in compliance with applicable laws, regulations, and standards concerning environmental protection. It continually improves environmental management policies, programmes and performance based on regulatory developments, technical developments and community expectations.

Westcon International

FY22 plan

• In FY22, Westcon International will set environmental targets through the implementation of a sustainability management programme by the end of 2021.
• Goals include:
  • improving the organisation's sustainability performance rating with the Ecovadis online platform
  • establishing more accurate data from offices in multi-occupancy buildings
  • reducing the amount of waste to landfill
  • increasing renewable energy usage where contracts allow.

• The recent appointment of a European Facilities Manager will help to obtain more accurate detail data to analyse and control energy, emissions and waste.

FY21 sustainability and environmental performance highlights

Westcon International's sustainability targets for FY21 included successful compliance with new German packaging legislation introduced in 2020. This was successfully approved by an external auditor on behalf of the German environmental agency. To meet EU WEEE, battery and packaging waste accuracy increased by approximately 5%, battery accuracy increased by approximately 15% and packaging waste accuracy by approximately 20%.

Westcon International continued to track emissions, and is a contributor to Datatec's CDP. On average approximately 30% electricity across EMEA was saved in FY21.

E-waste

Westcon International strictly controls e-waste using collection points within the organisation for end-of-life e-waste used within the company. This is collected by a licensed waste company and processed in accordance with legislation. E-waste relating to end-of-life products sold/distributed is managed by specially selected waste management compliance schemes in respective countries. The required data of new products sold is collected and submitted to the appropriate authorities through the compliance schemes. This is mainly carried out throughout Europe, but the organisation is now gearing up to meet other countries' future waste requirements across the globe.

Energy management

Across Westcon EMEA, car usage dropped by 30% on average during FY21, mainly due to the pandemic, which initiated working from home. Westcon International will continue to monitor and review energy usage every year across the division and update equipment to increase efficiency and effectiveness.

Printing was reduced by approximately 90% over 12 months with little difference to business output, again as a result of the pandemic.

Recycling

Recycling in offices and logistics remains a priority and the facility for bailing packaging waste in distribution centres means that waste is able to be processed more effectively. Office waste was reduced by approximately 50%.

Vendor collaboration

Following business and legislation changes, vendors are being targeted to provide more product data that further assists in meeting Westcon International's environmental waste obligations.

BBBEE and transformation

As a South African company, Datatec is required to comply with the Codes of Good Practice on BEE issued by the Department of Trade, Industry and Competition (“the Codes”), as well as the BBBEE Act 53 of 2003 (“BBBEE Act”), amended by the BBBEE Act 46 of 2013, specifically the ICT sector codes. In this regard, the South Africa-based operations are required to comply with the Codes. In terms of section 13G(2) of the BBBEE Act, read with regulation 12(3) of the BBBEE Regulations, all public companies listed on the JSE are required to provide the BBBEE commission, on an annual basis, with a report on their compliance with BBBEE.

WestconGroup SA (Pty) Ltd, Datatec’s South African operating subsidiary, has achieved a Level 1 BBBEE status under the ICT charter codes, giving its customers 135% procurement spend recognition.

Logicalis SA (Pty) Ltd, an operating subsidiary, achieved a Level 2 BBBEE status under the ICT charter codes, giving its customers 125% procurement spend recognition.

Datatec’s consolidated BBBEE status, which includes the non-operating Datatec Limited head office, WestconGroup SA (Pty) Ltd and Logicalis SA (Pty) Ltd, is Level 4. Datatec takes BBBEE and transformation very seriously and will continue to comply with legislation and work on areas of improvement.

Annual BBBEE audits are performed by an accredited BBBEE verification agent.

In its broadest sense, transformation is a strategic priority for the Company. Datatec is committed to BBBEE in its South African operations and transformation across all business practices and levels.

To view the WestconGroup SA (Pty) Ltd, Logicalis SA (Pty) Ltd and the consolidated Datatec scorecards, please visit Datatec’s website www.datatec.com.

Health and safety

Ensuring the health and safety of its employees across the Group is one of Datatec's priorities. In addition to occupational compliance practices, employee wellness and ensuring that employees lead a healthy and balanced lifestyle are a focus. A healthy work organisation results in productive and focused employees equipped with the tools to contribute to the Group's success.

Since the start of the Covid-19 pandemic, employees' safety and wellbeing have been prioritised. The impact of Covid-19 on employees was monitored during FY21 and the Social and Ethics Committee ensured that executive management was prioritising the health and safety of employees and that global subsidiaries are adhering to local health and safety regulations relating to Covid-19 and in general.

Health and safety reports were reviewed quarterly in order to monitor the Group's response to the pandemic. The Group operates in over 50 countries and therefore executive management had to keep abreast of differing Covid-19 legislation as well as how the virus impacted different regions at different times. Each subsidiary at country or regional level had a Covid-19 task team that met daily, weekly or monthly depending on the circumstances in that jurisdiction. All subsidiaries continue to communicate to employees about the importance of health and safety. In this regard, employees (where possible) are encouraged to work from home with those returning to the office implementing strict health and safety protocols. The majority of employees are working from home and/or rotating the days on which they go into the office.

We are sad to report that since the start of Covid-19, two employees from Logicalis have died as a result of Covid-19 complications. Counselling has been provided to the team members of the deceased as well as to their families. The health, safety and wellbeing of our employees continue to remain a priority.

Further health and safety information can be found in the Annual Report.

Logicalis

Commitment to health and safety

Logicalis recognises its obligation to reduce the risk of injury in the work environment and to provide a clean and safe place to work. Logicalis undertakes to comply with health and safety regulations as set out in the jurisdictions in which Logicalis operates around the world.

Policies

Each Logicalis operation has its own health and safety policy which is consistent with best practice in the applicable jurisdiction, and regularly undertakes programmes and procedures to mitigate health and safety risks, such as risk assessments and safety audits.

Training

Logicalis also ensures that the appropriate health and safety training is provided for its employees for the role that they perform, which includes, where appropriate, the training of first aiders and fire marshals.

All employees within Logicalis annually complete an online Code of Conduct training course which covers the responsibilities of Logicalis as an employer and all Logicalis employees with regard to health and safety in the workplace.

North America

Logicalis US encourages all employees to get a physical examination through their primary physician each year that is paid for by Logicalis. Employees who get a physical examination in a particular year pay discounted premiums on their Logicalis-provided medical coverage for the entire calendar year. In addition, in the winter, employees are encouraged to get flu vaccinations which are covered by their medical plan.

Latin America

At Logicalis Latin America, all employees received assistance with first-class health plans. During the year, the region has worked to prevent, detect and mitigate the effects of Covid‑19 among its employees and has encouraged physical activity with weekly online classes of fitness, yoga, rumba and Pilates.

In Chile, the main focus has been the prevention and care of Covid-19, with psychological support programmes available for employees. Covid-19 preventive talks have been given and ergonomic kits have been delivered to employees together with a telework risk assessment survey. There has also been a cycle of webinars with specialised professionals, focusing on emotions and stress management, self-care strategy and recommendations to avoid stress when working from home.

Additionally, an influenza vaccination campaign was launched with free flu vaccinations offered; and a virtual health week was held.

Europe

During the Covid-19 pandemic, Logicalis UK has put additional health and safety rules in place. Staff are encouraged to work from home unless absolutely necessary. In the office, face masks are to be worn in the communal areas of the building and a one-way system has been put in place both around and in and out of the office. Hand sanitiser and anti‑bacterial wipes are provided throughout the office and staff are encouraged to wipe down their stations regularly. Additional office cleaning is taking place through the day such as in between meeting room usage, regularly used door handles and the communal kitchen area.

In Logicalis Germany, since March 2020, a crisis team has taken over the coordination of Covid-19 measures and all related internal communications. The crisis team set up an attendance management tool, clarified questions in the changeover to working from home, defined and implemented hygiene protocols, procured masks, took care of testing and, in the case of positive Covid-19 cases, managed the contact follow-up. This was accompanied by internal and external communication measures to inform customers and partners.

Other health benefits were also set up including preventive medical check-ups and the option to arrange flu vaccinations via the company doctor. Covid-19 vaccinations via the company doctor are currently in preparation. Furthermore, Logicalis Germany implemented an employee assistance programme in December 2020 to promote the physical and mental health, as well as the work-life balance of its workforce. The service is free and anonymous for employees and their families who now can receive counselling and support in all situations 24 hours a day, 365 days a year.

Logicalis Spain also focused on Covid-19 prevention via staff training, deliveries of masks and gloves to all employees that need them and assuming teleworking where possible. Security measures were put in place and advice was given to any employees who had to return to the office or customer facilities. Other activities included periodic visits by an external prevention service to assess existing risks and propose preventive measures and training for all new hires, as well as offering medical examinations.

Asia-Pacific

Logicalis Australia has trained employees in its Australian and Malaysian operations to provide first aid assistance, should the need arise. Logicalis Australia also has trained fire wardens. Logicalis Australia's Malaysia office has a Health and Safety Committee that meets regularly to review management of incidents and provide feedback on ways to improve health and safety systems and procedures. Logicalis Australia's Melbourne and Sydney offices both carry out health and safety reviews of each office every three months to ensure both locations meet all safety standards and offer free flu vaccinations to all employees. Logicalis Australia has also implemented a flexible working system to allow employees to structure their workweek in a way that will best support both their role and their mental and physical health.

Logicalis Singapore is certified for bizSafe Level 4. bizSafe, a programme awarded by the Singapore Workplace Safety and Health Council, promotes workplace safety and health through the recognition of safety efforts. Selected staff are trained in first aid and cardiopulmonary resuscitation courses that equip them with better skills and knowledge in handling emergency situations. To promote a healthy lifestyle and good eating habits, staff get to enjoy generous servings of fresh fruits, courtesy of Logicalis, on a designated day each month. Following the pandemic, Logicalis Singapore has implemented a new remote working policy to enable increased flexibility for their colleagues.

For the wellbeing of employees, Logicalis Taiwan offers its employees a free health screening once every two years. Periodic fire and earthquake drills are also held to ensure readiness and safe evacuation of employees.

Westcon International

Commitment to health, safety and quality

Westcon International has provided professional health and safety resources to meet with increasing demands for legislative compliance and stakeholder requirements. It currently employs a UK-based EMEA Facilities Manager and a UK-based Business Compliance Assistant who co-ordinates the Health, Safety and Quality Management systems.

The team helps to maintain safe and environmentally conscious workplace and business environments and has a target of zero Reporting of Injuries, Diseases and Dangerous Occurrences Regulations reportable accidents which is managed in accordance with local standards and regulations.

Training

Westcon International is increasing safety promotional information and training, raising the profile of health and safety across the division. This includes standardised safety reporting, global health and safety awareness e-learning, employee feedback on potential issues, and reviewing "near-miss" incidents to help reduce potential workplace accidents. Safety representatives, first aiders, fire marshals and incident controllers have been trained in each of the UK sites and a health, safety and quality module is also included in the EMEA New Starter Induction event.