Our people

Datatec employs over 11 000 people in more than 50 countries across the world. The Group strives to attract and retain the best talent, and recognises that it is imperative to ensure that its people are prioritised.

We believe in maintaining a fair, inclusive culture; and in ensuring that our employees have optimal working conditions and opportunities for growth and development. Through Responsible Business, we create opportunities for our employees through our DE&I programmes; ensuring employee wellbeing, health and safety; and striving to be a great place to work.

Datatec is an equal opportunities employer and is committed to providing a working environment that is free from discrimination. We recognise the importance of purposefully embedding DE&I into ways of working across the Group. This remains a consistent, growing focus and is shaping the values that define the culture of Datatec.

Transformation is a strategic priority across Datatec and its divisions. We continue to comply with legislation and work on areas of improvement. In South Africa, Datatec has achieved a Level 4 BBBEE rating; WestconGroup SA’s rating is Level 1; and Logicalis SA is Level 1.

11 269 employees (FY23: 11 009)

Westcon International

Westcon International strives to be a place that people want to join and love to stay. It has created an inclusive culture where its people can feel and do their best. Westcon International welcomes employees of every background, race, creed, and orientation and gives them equitable access to skills and development training to help them reach their full potential.

Highlights

• Training budgets have been increased globally by 13%, prioritising key skills and expansion of our digital learning platform. Close to US$1 million was invested in training programmes during FY24.
• Westcon International continues to embrace virtual training to deliver effective development of key topics to all functions.
• ESG training has been rolled out to all employees, with Unconscious Bias and Cyber Security forming part of the onboarding curriculum.
• A Global Awareness calendar has been launched, providing information about international events and activities related to diversity and inclusion, including details about the many religious festivals that are observed across the world. The calendar supports our ONE Westcon Strategy in enabling all colleagues to learn more about each other’s backgrounds and cultures and promoting an inclusive environment for all.
• Pride Season has been embraced and guidance has been provided on how to be an LGBTQIA+ ally at work.
• Our Cultural Diversity has been celebrated through multiple events and activities across our global footprint, including a celebrity guest speaker in the UK, and office celebrations with traditional food and dress.
• The launch of a Global Cookbook providing a platform for employees to share their stories, connecting with one another, and celebrating the unique cultural heritage that each of us brings to the table.

Westcon International’s culture is built on a foundation of inclusion. The ONE Westcon programme raises awareness internally and supports in areas relating to diversity, equality and inclusion. It enables Westcon International’s people to celebrate its diversity globally and ensure its employees feel included and respected regardless of their, gender, race, religion, sexual orientation, physical conditions, cultural background, or country of origin.

Westcon International has a commitment to:

• Drive the ONE Westcon agenda and strategic priorities
• Promote an inclusive workplace where all employees have equal access and opportunity to achieve their potential
• Promote industry-leading initiatives focused on increased representation of diverse groups at all role levels
• Ensure all managers and leaders of its business undertake appropriate training in relation to diversity and inclusion
• Hold relevant business leaders and functions accountable for taking appropriate action where feedback and improvements are identified
• Celebrate and share success stories for the benefit of employees and the wider cause within the industry

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.

Employee wellbeing is a priority, encompassing physical, mental and emotional, community and social, as well as financial wellbeing. Westcon International is committed to a wellbeing vision that will enable the division to support its employees’ health and talent outcomes in order to maintain long-term performance and achieve its strategic business objectives. Mental health awareness is a year-round focus with regular communications and events.

Westcon International launched its new learning and development policy in the latter part of FY23, which continues to support its learning and development strategy. Through providing equitable access to training to help our colleagues develop the skills they need to be successful, Westcon International supports and grows its talent pool and empowers colleagues to reach their potential. This is executed through providing training opportunities to develop a wide variety of skills, from management and leadership, DE&I, technical and professional skills, and promoting employee health and wellbeing.

Westcon International’s global “Level Up” programme is designed to attract interns, graduates and apprentices to enhance their ability to follow their chosen career path in the future. Apprenticeships are offered in the UK, Germany, France, Spain, the Netherlands, the Middle East, South Africa, Singapore, China, Taiwan, Thailand, and North America.

Some of Westcon International’s plans to continue to nurture our inclusive culture and create opportunities for people to have great careers and reach their potential for FY25 include:

• Delivering a global DE&I learning curriculum in FY25, to drive awareness and inspire individual action.
• Building an environment of trust in our employees to obtain and produce a wider range of DE&I data which will support enhanced insight driven action planning and an ability to track and report on progress.
• Striving to improve response rates and action plans on the back of our diversity survey results
• Continued engagement with and invigoration of our employee resource groups to widen our reach for inclusion, equality, health and wellbeing, sport and fitness, carers, workplace, and sustainability.
• Expanding our Employee Assistance Programme offering to support our colleagues’ health and wellbeing across all countries in which we employ people.

For detailed information on Westcon’s our people activities, please refer to the Datatec 2024 annual report.

Logicalis

Logicalis recognises that its people are critical to the ongoing success of its 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 be an employer of choice. In FY24, Logicalis was recognised as being a “Great Place to Work” in 12 countries.

Logicalis’ three strategic priorities for the people team are set out below:

• People engagement
  • Optimisation of workday
  • Deliver employee value proposition
  • Design global performance and development end-toend cycle
• Responsible business
  • Support improved data quality linked to DE&I
  • Support the defining of DEI strategy, targets and KPIs
  • Manage the Group’s “Revive and Thrive” programme
• Training and development
  • Implement Logicalis global leadership framework
  • Establish global LMS infrastructure and deployment strategy
  • Implement action focused talent panels

Highlights

• Invested US$2.3 million in employees career development, training, and accreditations
• The successful pilot of the new Leadership Capability Programme designed to address the fundamental skills and capabilities required by leaders
• ‘Living the Logicalis Values’ a nomination process which recognises Logicalis employees living and embodying the values

Logicalis’ leadership teams work closely with its strategic partners to ensure that employees are trained appropriately and have the necessary accreditations. In the interests of its long‑term sustainability and to develop and retain its top leadership talent, Logicalis has established a series of international development programmes. It also invests in the development of its technical leadership teams through a tailored programme designed specifically to leaders in its technical teams.

To enable Logicalis to understand what its employees think and feel about working for Logicalis, a continuous listening “Pulse” platform 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.

Logicalis recognises that when people from diverse backgrounds work together, the more innovative and creative that team is likely to be. It has therefore made a commitment to increase the number of women and minority groups in the division. Logicalis’ Global Inclusion Council is a team of global leaders who 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. The council continues to work to identify more opportunities for Logicalis to grow and enhance its culture so all employees feel valued and can thrive.

Logicalis is invested in processes to attract more diverse candidates to facilitate diverse talent selection. It continues to roll out training programmes and courses, which include unconscious bias, the impact of micro-behaviours in the workplace, and inclusive leadership training.

Since 2021, Logicalis has been able to achieve a significant increase in female participation in “High Potential” programmes and “Leadership” academies across the world; and the Logicalis overall female population continues to grow, as well as the number of females in leadership roles.

Logicalis is committed to supporting its employees’ wellbeing and in FY24, executed the “Logicalis Wellbeing Programme” under the new name “Revive and Thrive Wellbeing Programme”. The name was selected through a spirited employee competition, the new name embodies Logicalis commitment to supporting employees physical, mental and emotional, community and social wellbeing.

Logicalis also offers various internship programmes across its operations.

Some of Logicalis’ plans for FY25 include:

• Enhanced employee experience through global LMS and talent management
• Strengthen and invest in leadership succession pipeline
• Heighten focus on employee wellbeing linked to EVP
• Development of KPIs linked to the People strategy

For detailed information on Logicalis’ our people activities, please refer to the Datatec 2024 annual report.

Logicalis Latin America

3 208 employees (FY23: 3 229)

Logicalis Brazil’s Level Up Programme was launched in February 2023 to offer training in IT. The programme also leverages participants’ employability and feeds the pipeline for potential candidates for Logicalis Latin America. Logicalis Brazil has plans to have three classes with 40 vacancies, training new mentors for the programme and especially dedicate the second edition to “Women in Technology”.

Mandatory unconscious bias training is given to all new hires in Brazil and Logicalis Brazil held various virtual panels to increase DE&I perspectives.

Logicalis Latin America also offers an employee assistance programme which offers expert support (phone, app or website) to employees and their families for psychological, emotional, social, financial, legal and nutritional issues, as well as health events and initiatives.