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ZARc - 0.00%ESG information Social investment
ESG information Social investment
Africa is our heart and soul, and we are proud of the positive contribution we make to the countries where we operate.
Our approach to social responsibility is focused on the relationships we have with our employees, our communities, and our customers (including ensuring the protection and privacy of their data). We are deeply invested in these relationships, knowing that our sustainability as a company is grounded in the commitment of our people, and the trust that we build with our customers and communities alike. Our various programs actively address and manage social and economic development, creating much needed employment, contributing to the fiscus and enabling small businesses to grow.
Our people are vital to delivering world class experiences and services to our customers across the world. We continue to advance building a culture that is customer and innovation centric, powered by attracting, growing and advancing high performing talent. We intentionally create a working environment (physically and online) that is meaningful, caring and reflective of the diversity of our communities and customers. Further, we focus on building experiences that inspire, upskill and engage our people to own and curate their growth and through which they can advance their own impact and collectively push the boundaries of innovation.
Employment and benefits
We are a significant employer in the markets in which we operate, employing 6 900 fulltime employees across the group and paying ZAR6.1bn in remuneration and benefits to our employees.
MultiChoice Group’s rewards and benefits are designed to help advance the growth and wellbeing of our teams and that of their families. Employees share in the success of our business through bonus schemes, shares and other performance driven variable pay schemes. In order to accommodate wellbeing for now and the future we safeguard our employees and their families with benefits through leading pension and medical schemes.
MCG’s leave benefits are above that of statutory requirements to meet the demands of the complexities in our employees’ lives.
MultiChoice also offers employees special rates on products, early childhood development allowances and schooling for toddlers of employees based in Johannesburg.
| Key figures | FY19 | FY20 | FY21 | FY22 | FY23 | FY24 | FY25 |
| Amount paid in remuneration | R5.5bn | R5.9bn | R5.9bn | R5.8bn | R6.2bn | R6.8bn | R6.1bn |
| Permanent fulltime employees | 7 053 | 6 894 | 7 028 | 7 204 | 7 100 | 7 251 | 6 900 |
| Employee turnover | 14.7% | 19.9% | 9.5% | 11.8% | 13.9% | 10.9% | 14.0% |
Diversity and inclusion
An inclusive and diverse environment contributes to improved innovation, work experience, collaboration and a better and stronger company culture and performance. A key priority for MultiChoice is offering our people an environment where all feel welcomed, respected, included and are given equal opportunity to contribute meaningful.
Our leadership team is highly invested across the group in our Diversity, Equity and Inclusivity (DEI) entrenchment programmes. Our platforms to support female development ensure ongoing support for gender equality and representation across the business, as well as an equal level of inclusion for our diverse workforce. In growing our female representation in managerial levels, the business grew our women representation to 44% (FY24: 43%) in Top and Senior Management and continues to advocate for and support continued female development within the MultiChoice Group. In recognition of our effort to support diversity, we are honoured to have been certified as a Top Employer by the Top Employers Institute for our diversity, inclusion, learning, performance management, wellness, and reward practices for the third consecutive year.
In addition to our internal initiatives, the business is further held accountable to ensure there is fair treatment and equal opportunities free of unfair discrimination. We have a dedicated and passionate Employment Equity (EE) Forum that is committed to assist MultiChoice South Africa in achieving its diversity goals aligned to the Employment Equity laws within our South Africa operation. As part of the forum mandate, members help drive and foster a culture that is inclusive and free from discrimination. Our EE initiatives are integrated in building and sustaining a talent pool of diverse individuals aligned to our business’ current and future operational requirements.
| Key figures | FY19 | FY20 | FY21 | FY22 | FY23 | FY24 | FY25 |
| Nationalities represented across the group | 50 | 78 | 81 | 89 | 94 | 91 | 136 |
| % of employees who are women | 47% | 47% | 47% | 48% | 47% | 48% | 48% |
| % of women employees in top and senior management positions | 38% | 37% | 39% | 40% | 42% | 43% | 44% |
| % employees that are black (South Africa business) | 88% | 84% | 85% | 86% | 86% | 86% | 87% |
| % of black employees in top and senior management positions (South Africa business) | 51% | 56% | 57% | 57% | 62% | 68% | 65% |
Training and development
Operating in an ever-changing economic climate, with immense uncertainty in the entertainment, media, and technology industry, means that keeping our skills current is key.
MultiChoice Leadership recognises the need to ensure there is a talented, skilled, and forward-looking workforce enabled to take on the challenges that lie ahead. To this end, Leadership remains committed to investing in learning and development opportunities across the business for our people.
In October 2024, the organisation launched a series of graduate programmes aimed at closing critical skills gaps and building a strong talent pipeline for the future. We welcomed 28 graduates into various business areas, with a strong focus on General Entertainment and Corporate Affairs. This 24-month long programme is designed to equip participants with essential skills and practical exposure to ensure participants are work-ready and highly employable in the labour market. These include the following programmes:
Through learnership programmes, we aim to ensure effective training which focuses on practical exposure, technical expertise, and leadership development reinforcing our commitment to nurturing talent, fostering sustainable career growth, and cultivating more engaged teams who are equipped in their current and future roles in the business. By providing practical work experience and theoretical knowledge to learners, the aim is for learners to gain skills and a formal qualification to help them advance their careers and improve their employability (for unemployed learners).
MultiChoice deems it equally important to invest in our current and future leaders as this cultivates effective leaders who can positively influence culture, values, and experience, which in turn impacts adaptability to change, boosts profitability and contributes to a better place to work. By MultiChoice investing in these leadership programmes, the business is futureproofing our people structure to ensure the business has skilled leaders to navigate challenges and drive success through this volatile and continually changing economic climate.
| Key figures | FY19 | FY20 | FY21 | FY22 | FY23 | FY24 | FY25 |
| Amount invested in skills development | R127m | R191m | R212m | R213m | R205m | R175m | R192m |
| Employees uplifted through training or skills development | 9 440 | 11 371 | 8 858 | 7 848 | 9 125 | 6 424 | 2 098 |
| Employees attending formal training | 4 849 | 3 018 | 1 859 | 2 527 | 1 319 | 4 276 | 1 197 |
Employee engagement
Employee engagement is critical to business outcomes and driving customer experience and so we embed continuous engagement into our leaders’ performance appraisals
We direct bi-weekly surveys to our employees that allows us to continually grow our ambassadorship and enable a connection between our employees and the business, our brand and our impact on society. Feedback received is proactively addressed through coaching, support and other interventions.
| Key figures | FY20(1) | FY21 | FY22 | FY23 | FY24 | FY25 |
| Employee participation score | 89% | 85% | 91% | 87% | 76% | 82% |
| Employee engagement score (/10) | 7.6 | 7.9 | 8.2 | 8.2 | 7.9 | 8.0 |
| 1 | FY19 information not available as this is a new method of measuring engagement |
Employee recognition
We have a dedicated employee recognition programme #WeSeeYou, that encourages employees on an ongoing basis to recognise their peers, managers, direct reports and specific teams for the value they add to the business and the lives of their peers.
| Key figures | FY20(1) | FY21 | FY22 | FY23 | FY24 | FY25 |
| Employee recognition awards | 1 269 | 2 516 | 2 072 | 2 371 | 4 431 | 745 |
| Other forms of recognition (online) | 12 704 | 17 831 | 20 405 | 23 152 | 24 631 | 5 436 |
| 1 | FY19 information not available as this is a new employee recognition programme |
Employee health and wellness
We take the wellness and safety of our employees seriously.
Wellness events are held on a regular basis and employees have free access to on-site health services, which is staffed by doctors and other primary healthcare staff including physicians, nurses, dentists, etc. We also have gyms in many of our offices around the world. In addition, we provide access to financial planning experts, stress management techniques and mental health counsellors.
We have a comprehensive lifestyle support offering, geared towards helping employees in making their day-to-day lives easier, including personal assistant services, drivers and various lifestyle benefits that extend into family support plus tutoring for children. Employees have access to on-site and online shops who provide preferential deals across multiple services and products.
The group aims to provide employees and directors with a safe and healthy work environment. Environmental, safety and health rules and practices are in place, and employees are required to report accidents, injuries or unsafe equipment, practices or conditions.
For additional information view the employee section of our integrated annual report.
At the heart of our business lies a deep commitment to the communities in which we operate. We are dedicated to addressing critical socio-economic challenges and making a lasting impact. Our purpose-driven approach focuses on empowering people and creating opportunities that drive meaningful change.
CSI initatives
We have several CSI initiatives and programmes in place.
Our flagship initiatives include:
| FY19 | FY20 | FY21 | FY22 | FY23 | FY24 | FY25 | |
| CSI spend | R207m | R247m | R446m | R298m | R285m | R301m | R251m |
Enterprise development
The MultiChoice Innovation Fund is an enterprise development fund administered by the MultiChoice Enterprise Development Trust.
The fund’s aim is to fast-track entrepreneurs to industry leadership in the technology, film and content production industries. It provides start-up entrepreneurs and established SMMEs with the necessary tools, skills and financial support to enable them to bring their business ideas to life and create much-needed employment opportunities. The fund has a strong focus on small, medium and micro-sized enterprises (SMMEs) owned by young and female entrepreneurs. Since inception, the fund has disbursed R379m in loans, grants and business development expenses to achieve this purpose.
Learn more in our integrated annual report| FY19 | FY20 | FY21 | FY22 | FY23 | FY24 | FY25 | |
| Annual amount distributed to beneficiaries | R68m | R45m | R37m | R75m | R52m | R28m | R3m |
Commitment to transformation
Our preferential procurement programme in South Africa supports the development of previously disadvantaged business owners.
The majority of our preferential procurement spend is with BBBEE compliant suppliers, and a significant portion is directed at SMMEs and suppliers with black women ownership.
We recognise that owning economic assets plays a critical role in reducing inequality. Phuthuma Nathi, our BBBEE share scheme, boasts more than 73 000 black shareholders.
Learn more about our BBBEE initiatives| FY19 | FY20 | FY21 | FY22 | FY23 | FY24 | FY25 | |
| Preferential procurement spend | R10.4bn | R10.3bn | R11.5bn | R13.4bn | R12.0bn | R13.8bn | R12.8bn |
| % of SA procurement with BBBEE compliant suppliers | 79% | 80% | 81% | 88% | 100% | 100% | 100% |
| Spend with SMMEs | R3.4bn | R4.9bn | R3.3bn | R3.0bn | R2.6bn | R4.5bn | R3.9bn |
| Spend with suppliers with at least 30% black women ownership | R1.7bn | R1.9bn | R2.3bn | R2.8bn | R2.0bn | R3.1bn | R3.2bn |
Our business is increasingly exposed to and reliant on data from our customers, employees, content providers and other suppliers.
Our data privacy and security programmes are responsible for protecting the confidentiality of data, preserving the integrity of data and promoting the availability of data for authorised use.
Data governance
structures and awareness
Data privacy
Data security
Data governance
structures and awarenessWe have a dedicated data governance forum that reports to the risk committee and social and ethics committee, which in turn reports to the Board.
This forum consists of data information officers, data protection officers, legal and regulatory practitioners, as well as business unit data stewards. We also have a dedicated data privacy office and a dedicated information security team.
We conduct regular employee awareness campaigns, such as the #PrivacyGuardian and #BeeSecure cybersecurity awareness campaign that focus on creating awareness using newsflashes, screensavers and email communications. Employees are required to acknowledge an Acceptable Usage Policy providing guidance on the secure use of technology and information.
Training is made available to employees on the group’s e-learning platform. This includes a combination of voluntary and mandatory training covering topics such as POPIA, GDPR, data governance, IT security awareness and password protection.
View more details in our integrated report
Data privacyPublic privacy and employee privacy policies across the group set out what personal information is collected from employees, customers and other users (data subjects), how the group collects personal information, why the group collects it, how the group uses it, and related matters.
We follow the requirements of the European General Data Protection Regulation (GDPR), South Africa’s Protection of Personal Information Act (POPIA) and other in-country regulations. Accordingly, data protection agreements (DPAs) have been implemented with third-party service providers who require access to personal information to perform contracted services.
We recognise the following data subject rights: right of access, right of accuracy, right to be forgotten or erased, right to restriction of processing, right to portability, right to object, right to complain.
Customers can log data privacy issues via the privacy notice on our website. These queries are logged and tracked.
To date, there have been no complaints received from customers or regulators regarding breaches of data privacy. Further, no identified thefts, leaks or losses of customer data have been experienced or reported.
View our Privacy Policy
Data securityWe identify and manage cyber risks as part of our enterprise-wide risk management framework and in line with international best practices and regulations. We focus on four areas: Governance, cyber security, cyber vigilance and cyber resilience.
A detailed cybersecurity policy exists and prescribes ten base practices that each company in the group must address to ensure compliance with security practices. The group risk committee annually reviews and reauthorises the cybersecurity policy and its implementation, and reports to the board in this regard.
Advanced security solutions have been implemented to mitigate, detect and respond to cyber attacks. We periodically check the security fitness of the businesses and require quarterly governance status reports. Our risk and compliance department supports businesses with risk management activities and an external subject expert provider performs cyber vulnerability scans and tests on an ongoing basis. Internal and external audits are conducted on information security policies and systems.
The Content Delivery and Security Association (CDSA) audited the group’s content security management system in February 2021, and both production environments were accredited in terms of this international security standard.
View more details in our integrated report
