Our Policies

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Training and development

We are committed to continuing the development of talent from within, by giving employees the opportunity to acquire skills, knowledge and competencies.

Redefine uses a blended approach, which includes on-the-job training, coaching, workshops, structured programmes (including learnerships and graduate programmes) and study bursaries for tertiary education.

In support of the company's commitment to increasing retention and development of the talent base, Redefine has developed and implemented an expanded training and development policy.


REDEFINE'S TRAINING AND DEVELOPMENT POLICY – click here
SOCIAL, ETHICS AND SUSTAINABILITY REPORT – click here


Health, safety and well-being of employees

We are committed to keeping our employees healthy and safe in the workplace. While our property assets generate income for our shareholders, they are also the workplace for our employees. We have inculcated a philosophy whereby Redefine and its employees share responsibility for health and safety in the workplace. The Health and Safety Committee is fully functional, and regular training ensures that we comply with the Occupational Health and Safety Act 1993 and that employees understand the requirements to safely perform their jobs.

The Employee Wellness Programme has been designed on three pillars:

  • Physical wellness
  • Emotional wellness
  • Financial wellness

Read more on Redefine's health and safety policy.


SOCIAL, ETHICS AND SUSTAINABILITY REPORT – click here


HIV/AIDS policy

HIV infection and AIDS is a major health problem, with employment, economic and human rights implications. It is scientifically accepted that HIV/AIDS knows no social, gender or racial boundaries, but that socio-economic circumstances do influence disease patterns.

The policy has been prepared as a result of employee and employer concerns about HIV/AIDS, the potential of HIV/AIDS to affect the workplace, and to promote efforts to prevent HIV transmission among Redefine employees and their families.

Redefine believes that a responsible approach to HIV/AIDS involves prioritising the interest of the company, its employees and the community.

The protection of employees, the company's benefit funds and the community at large is a primary objective. Redefine will strive to achieve a balance between the compelling needs of HIV/AIDS infected or affected employees, and the legitimate needs of the organisation.


REDEFINE'S HIV/AIDS POLICY – click here
SOCIAL, ETHICS AND SUSTAINABILITY REPORT – click here


Employment equity policy

Our Chief Executive Officer is ultimately responsible for ensuring that discrimination in the workplace is eliminated, and that the objectives of the Employment Equity Policy are achieved. All employees have the responsibility to report immediately (within 24 hours) to management, in writing, when they become aware of any discriminatory practices in the workplace. The company recognises that total commitment from all employees to the goals of the Employment Equity process is necessary for us to succeed in this regard.


REDEFINE'S EMPLOYMENT EQUITY POLICY – click here
SOCIAL, ETHICS AND SUSTAINABILITY REPORT – click here


Employee performance

Employee performance is assessed and measured against set performance criteria (individual and company), aligned to the strategic priorities of the business.


SOCIAL, ETHICS AND SUSTAINABILITY REPORT – click here


Internal transformation 

The policy aims to assist employees at all levels to actively contribute to the transformation of the organisation. Our aim is to be reflective of the population at large, and specifically in the geographical areas in which the company operates. We are committed to ongoing organisational transformation that leads to diversity through all levels, up to and including leadership. This entails creating an equitable workplace, by embracing diversity and ensuring a work environment where decision-making is supported by the principles of fairness and consistency. Affirmative action measures are to be used, as far as possible, to redress the effects of historical patterns of discrimination previously contained in employment practices, thereby ensuring equitable representation of designated groups in all occupational categories and levels in the work environment. We have developed and implemented a comprehensive Employment Equity Policy, which is the responsibility of the Transformation Committee.


SOCIAL, ETHICS AND SUSTAINABILITY REPORT – click here