Senwes’ vision is to be a responsible corporate citizen that contributes to the sustainable development of communities and society as a whole. We are passionate about contributing to the sustainable development of rural areas, especially in the areas where the Senwes Group conducts business.
Senwes is committed to the creation of shareholder value, the sustainability of which is based on how we conduct our business, how we support our customers with integrated solutions, and how we treat our employees, the environment and the communities in which we operate.
The sustainability of the Senwes Group depends on the economy, the workplace, and the natural and social environments being the main elements in terms of environment, social and governance matters.
“Sustainability management” is a key focus area in the Senwes Group’s risk management process which contributes significantly to guide the Senwes Group’s strategy. This report covers the Senwes Group and all its subsidiaries and related parties. “Senwes” in this report means the company and/or the Group.
Sustainability includes an expansive array of elements and feeds into the board and governance structures such the Senwes Social and Ethics and Risk Committees.
Sustainability includes the Economic, Social, Natural and Workplace environments. This means that Senwes needs to actively demonstrate that it contributes to its stakeholders’ survival, that we are aware of our impact on the environment and that we mitigate it accordingly and that we engage with our employees and communities to improve the society and the workplace.
Senwes acknowledges that sustainability is strategic for its long-term survival and has officially established a Sustainability Department during 2024, which must ensure that all the aspects comprising sustainability (including ESG) are considered in formulating an appropriate strategy therefor. Such a strategy and approach must also ensure that value for the Group is derived therefrom at a commercial level and that ESG is not done as a tick-box approach.
According to its Terms of Reference, the oversight of sustainability matters by the Senwes Board has been assigned to the Social and Ethics Committee (“SEC”) comprising of:
This Committee meets twice per annum. One meeting is formally held whilst the other takes the format of a site visit. The internal Compliance and Ethics Committee reports to EXCO and both the Audit and Risk Committees (Compliance) and the SEC. (ESG and Ethics).
SEC is obliged to annually report to shareholders regarding the fulfilment of its mandate and this Report ensures that the SEC complies with its statutory obligation.
All the sustainability areas of responsibility have statutory, ethical, compliance and practical elements (prescribed by United Nations Global Compact 10 Principles).
In terms of the aforesaid, these areas are dealt with throughout the governance structures of the Group and emanate from the legal, legislative and best practice requirements as follows:
For purposes of the social environment, the Senwes Group focuses on:
as well as the overall wellness of all the stakeholders of the Senwes Group and individuals as contemplated in the Bill of Rights in terms of the right to life, equality and human dignity.
The Senwes Group is specifically embedded in the rural areas and its commitment is shown through various projects that it supported during the year under review..
During the year under review Senwes supported various projects that contributes to our communities and rural areas:.
Senwes’ strategy emphasises forward-looking, integrated and strategic interventions, based on a well-researched understanding of current and anticipated future problems, designing long-term solutions thereto. The Group focuses on:
Thobo Trust is an independent Trust founded by the Senwes Group in 2014, to facilitate the corporate social investments of the Senwes Group to ensure effective and sustainable development of rural communities, throughout the Senwes Group’s area of operation. The client base of the Senwes Group operates in these areas hence to ensure the sustainability of these areas, the Trust was mandated to focus on the area of operation of the Senwes Group.
The purpose of the Trust is to contribute to the development and sustainability of rural communities through education, food security, access to training and sport and infrastructure. The Trust also serves the purpose of contributing to the Senwes Group’s B-BBEE status and credentials to ensure compliance with the B-BBEE provisions as contemplated in the B-BBEE Act and the AgriBEE Sector Code.
The annual Senwes Christmas party was a huge success and everyone agrees: Christmas is a time of hope, goodwill and togetherness. Thank you to every sponsor who contributed to the success of this project.
Senwes only supports initiatives that align with its core values, policies and objectives with a specific focus on the agricultural sector and industries in which Senwes operates. Senwes does not support events or activities that are exclusionary on the basis of race, religion, gender or disability and strive to promote the principles of equity, access, participation, rights and accessibility for all groups in the community. Senwes only consider initiatives that are credible and relevant and demonstrate legislative compliance whilst encouraging partnership and cooperation.
During 2016, the Senwes Group implemented the Senwes Group Loyalty Bonus Scheme known as AgriRewards with the aim to create and sustain long-term relationships with the Senwes Group customers by rewarding them regularly for their business with the Group, thereby enhancing the customer relationship.
Senwes as a role-player in the agricultural sector with a presence and nearly 300 business units throughout South Africa and Europe is inundated with request for donations.
Unfortunately, it is not financially possible to comply with these requests. Accordingly, Senwes launched AgriRewards Plus (+) to assist the communities by using the farmers associations as a conduit to support and assist with the upliftment of local communities (for purposes of education, sport, care for the elderly, security etc.), and/or the establishment and improvement of critical infrastructure. The farmers associations are best suited to understand and grasp the challenges that their local communities are facing.
AgriRewards+ is therefore the conduit for donations and with the assistance of the farmers associations provides a structured manner for the distribution of these donations.
The Senwes Group automatically contributes a percentage of its profits to registered farmers’ associations, whose members are AgriRewards members, based on the business conducted by these members with participating companies in the Senwes Group.
During February 2024, Hennenman Farmers Union was the 1st farmers association to receive its AgriRewards+ payment. The donation has been earmarked to assist with the upgrade of the existing security cameras that the association installed previously.
For the year under review AgriRewards+ will pay out R1,7m to qualifying farmers associations.
After successfully approving the merger between the Senwes and the Suidwes Group in 2020, Senwes was required to extend material financial assistance to emerging farmers. Agri Credit Solutions (Pty) Limited (“ACS”) is the credit arm of Senwes and provides these loans and other support. In terms of this condition, ACS extends production loans to emerging farmers to the value of at least R20 million per season and on a cumulative basis up to R60 million in aggregate.
ACS is accordingly committed to providing production loans for, but not limited to, grain and cattle farming to qualifying emerging farmers in terms of, and subject to, the group’s credit policy and accompanying qualifying criteria.
For the year under review, ACS has assisted eleven emerging farmers with production loans and term loans. These farmers planted maize, soybean and sunflower and credit lines of R31,5 million have been approved. For the 2024 financial year, the emerging farmers have taken up 31,4% of the credit to the value of R9,9 million.
ACS also provide continuous agricultural support and mentoring to these farmers during the entire season with mentorship programmes. Information sessions are also being conducted regularly to update farmers on trends and developments in the grain industry.
Senwes is committed to support the local communities and has scraped 2 254km of roads in the area during 2024. This costs thereof amounted to nearly R1 million comprising of maintenance, fuel, salaries and tyres.
The local communities and road users across the Senwes area benefit from this project.
During the year Agrinet made a positive impact in the community through the company’s Employee Forum. Several institutions were identified, including SPCA Centurion, New Beginningz, an African Haven dedicated to caring for abandoned and orphaned babies in Johannesburg, the Anti Animal Cruelty League in Bellville, and Ubuntu Baby Home in Goodwood.
The Samrand team spent quality time with the children of New Beginningz, while another team had the pleasure of interacting with the furry friends at the SPCA. Additionally, the Bellville team visited the Anti Animal Cruelty League and Ubuntu Baby Home. They generously donated 67 blankets and toilet paper to the Baby Homes and provided 67 cat and dog blankets to the animal shelters, making a meaningful difference in the lives of both animals and children in need.
Through its own trusted Kaufmann brand, Agrinet has been able to channel resources into initiatives that embody its commitment to social responsibility. One such initiative is the K9 Social Responsibility programme.
This programme holds a special significance, as it is not merely about safeguarding wildlife; it embodies the preservation of heritage, a sustainable way of life, and the promise of a harmonious future. By contributing to the Kaufmann K9 Programme, Agrinet affirmed its commitment to protecting South Africa’s natural treasures.
The Company partnered with the Southern African Wildlife College (SAWC), an accredited Higher Education and Training institution specialising in education, training, and skills development for students in the conservation sector. It was established in 1996 by the Worldwide Fund for Nature – South Africa (WWF-SA).
SABI (South African Irrigation Institute) organised a school training workshop at Hoërskool Kempton Park, providing invaluable guidance to Grade 11 students specialising in agricultural technology. This session zeroed in on two pivotal subjects: irrigation and water conservation, crucial for sustainable farming practices. Generously sponsored by Torrenti, one of Agrinet’s exclusive brands, the workshop delved into practical strategies for optimising water usage.
Agrinet and Torreti became involved in the School Training Initiative due to the significance of the irrigation and agricultural sectors in the communities.
Ultimately, investing in youth irrigation training is a strategic step towards securing food security, promoting sustainable agriculture, and fostering socio-economic growth.
Senwes deals with customers and consumers fairly, equitably and transparently as contemplated in the Senwes Code of Ethics.
The Senwes Group is a participant of the Consumer Goods and Services Ombudsman and subscribes to the prevailing consumer protection legislation.
Furthermore, in terms of consumer protection, Certisure (Insurance), Senwes (share trading), Senwes (JSE Safex) and Hedge Fund (grain trading) are registered and licenced at the appropriate regulatory authorities, being the JSE (SAFEX), National Credit Regulator and Financial Services Conduct Authority.
Senwes is also FAIS licenced (an authorised financial services provider) and operates in terms of codes of good practices and the Treating Customer Fairly principles.
FAIS Key Individuals and representatives must comply with FCSA board notices which oblige completing appropriate and prescribed maintenance of relevant qualifications (CPD Hours). An external compliance officer, Moonstone Compliance also assists Certisure with its compliance obligations.
The Senwes Group launched a customer loyalty scheme known as AgriRewards in 2016 throughout the Group. AgriRewards has been successful in attracting and retaining customers of the Group. The benefits allocated to members amounted to R233 million for 2024.
The protection of personal information as contemplated in the Protection of Personal Information Act no 4 of 2013 (POPIA) is critical for the Senwes Group and awareness and training to ensure that the information from clients, customers, as well as other stakeholders, are protected, is provided continuously.
For purposes of the economic environment, the Senwes Group focuses on:
The Senwes Group actively supports economic development through emerging farmers’ support and CSI.
The Senwes Group operates across seven of the nine provinces and pays an average of R259 million tax per annum (three year average) as well as paying salaries and providing skills training (direct employment costs).
The Senwes Group has a zero-tolerance stance when it comes to fraud and corruption. The board and management of Senwes are aware of the threat of commercial crime for the organisation and wish to send an unequivocal message to all employees, shareholders, clients and suppliers regarding Senwes’ point of view in this regard.
An official Senwes Whistle Blowing Policy has been implemented to prevent and combat any form of crime or irregular activities. The policy is regularly reviewed.
The anti-fraud program consists of three (3) main elements, namely:
Detection methods includes a “Whistle Blow Hotline”, internal audits and the monitoring of exception reports developed specifically to detect certain types of fraud or corruption.
During 2023 and 2024, one-hundred and twelve (112) incidents of suspected unethical behaviour, fraud, corruption or theft were reported or identified for investigation. Twenty-seven (27) of these incidents were reported on the “Whistle Blow Hotline”.
All the necessary actions are taken to prevent further losses and to recover losses already incurred. An amount of R3,3 million was recovered from perpetrators in 2024 and an amount of R12 million in bank accounts was frozen as being proceeds from illegal activity.
Senwes did not suffer any material monetary losses as a result of legal proceedings (including fines) associated with fraud, insider trading, anti-trust, anti-competitive behaviour, market manipulation, malpractice, or other related non-compliance with industry laws or regulations.
The Senwes Group is vigilant in terms of corrupt practices. Accordingly, the provisions of Section 34 of the Prevention and Combatting of Corrupt Activities Act 12 of 2004 ("PRECCA") are strictly adhered to.
Section 34 requires all people in positions of authority in both the public and the private sector to report certain corrupt offences to the police if they have a reasonable suspicion that a corrupt act has taken place. A failure to act in circumstances where there is a legal duty on a person to act positively will constitute a crime. This includes the failure to report fraud where there is a reasonable suspicion that fraud has occurred. The elements of the offence under s 34(1) are:
Thobo Trust serves the purpose of contributing to the Senwes Group’s B-BBEE status and credentials to ensure compliance with the B-BBEE provisions as contemplated in the Broad-Based Black Economic Empowerment Act, no. 53 of 2003 and the AgriBEE Sector Code (2017) issued in terms of the B-BBEE Act.
Senwes Limited is compliant with the B-BBEE Agri Sector Code in most respects but for the requirement of management and control.
Senwes adopted a long-term B-BBEE strategy and is currently a Level 6 Contributor at date of this report.
The Senwes Group is committed to ethically conducting business and seeks to promote ethical behaviour in all our dealings.
In this regard, the Group has a policy of zero tolerance for unethical conduct irrespective of the size or impact of the consequences of the unethical behaviour on the business.
Zero tolerance means that unethical conduct will not be tolerated, and therefore all reported or identified alleged unethical conduct should be formally investigated, and appropriate corrective or disciplinary action taken. Failure to investigate and take action is in itself unethical conduct.
The Compliance and Ethics governance structures of the Senwes Group had been combined in 2022 to streamline them and avoid unnecessary duplication. The designated compliance officers have also been appointed as “Ethics Officers” in terms of a written appointment.
The following policies are in place to support the management of ethics and to ensure an honest culture:
Focused communication and actions are taken regularly to increase awareness of the policies and their requirements.
Managers across the board are expected to make it easy for their employees to communicate openly and freely on matters regarding ethics.
All employees and directors are expected to pledge their commitment to the companies’ values and ethical behaviour and to report incidences of unethical conduct, to ensure that the two-pronged strategy of promoting ethical behaviour, whilst combating unethical behaviour, is successfully implemented.
All reported incidents will be investigated and should sufficient information be provided; appropriate corrective action will be taken.
We always do the right things for the right reasons and act ethically.
All our actions are oriented towards meeting the needs and solving the problems of our customers, and all our stakeholders professionally.
We are self-motivated in the pursuit of the company’s vision, as well as the realisation of our career aspirations.
We strive to be creative, imaginative, and resourceful in seeking solutions to business challenges and meeting customer needs.
We are always loyal to Senwes and act in the best interest of the company while taking into consideration the interest of all its stakeholders.
We are responsible and accountable for our actions and committed to providing complete, truthful, accurate, and timely information to all our stakeholders.
The Ethics Playbook, explains the basic aspects and values regarding the values in the Ethics Code and declaration of conflicts of interest in a fun and easy manner:
The findings of the group-wide Culture Survey launched during the year under review, indicated that throughout the Senwes Group the values of “honesty” and “integrity” is consistently part of both the current and the desired culture.
Regular Ethics awareness campaigns are conducted through the Senwes Group.
July 2023 was Ethics month at Senwes, and an ethics campaign was launched to create awareness regarding the Senwes Ethics Code and ethical values. Key chains reflecting the company’s ethical values were distributed and staff were asked about their understanding of ethical values.
Senwes Group employees were asked during the year under review to participate in a competition to embody the ethical values of the group. Personnel were encouraged to portray one or more of Senwes’ ethical values in the form of a performance, song or poem. After independent judging by a group of executive managers the winners were:
One of the key stakeholders of the Senwes Group is its employees. Equitable and fair labour practices as well as compliance with prevailing labour legislation and training prescriptions are key to the Senwes Group’s sustainability. Senwes has over time adopted a sound remuneration philosophy which is available as part of the Remuneration Report in the Senwes Integrated Report for the year under review.
Senwes strives to be an employer of choice. In this regard, Senwes has developed an employee value proposition, which steers the group’s employee engagement and talent strategy towards the realisation of that vision. The purpose of our employee value proposition is to enable the organisation to attract prospective talent, improve employee engagement and performance, instil behaviour consistent with our values, develop an enabling and supportive work environment and retain talent. Senwes’ Employee Value Proposition rests on the following pillars:
Providing an enabling safe, healthy and supportive work environment (refer to SHEQ); and
At Senwes, our dedication to investing in the future is exemplified through its nurturing and development of young talent. The cornerstone of this commitment is the Graduate Programme, which provides a transformative platform for 17 outstanding graduates across various departments, enabling them to embark on a journey towards professional excellence.
The primary goal of the Graduate Programme is to empower these individuals to drive positive change within their respective departments. Each graduate is tasked with implementing an efficiency project tailored to address specific departmental needs. Through taking ownership of these projects, the Senwes graduates gain hands-on experience in fostering innovation, streamlining processes, and enhancing overall efficiency. Senwes believes that these initiatives not only contribute to the Group’s organisational growth but also provide invaluable insights for the graduates in their fields of study.
During the year under review the successful completion of the first phase of the graduate program, the Work-Readiness Phase has been announced. This phase was instrumental in welcoming the graduates to Senwes and laying a strong foundation for their integration into the Senwes family. The Work-Readiness Phase involved a series of carefully designed sessions aimed at providing the graduates with a comprehensive understanding of Senwes and the agriculture industry, equipping them with the necessary knowledge and insights to excel in their roles.
Furthermore, specific sessions were focused on cultivating effective employees, emphasizing accountability, resilience, critical thinking, and other essential skills. As the Graduates transitioned into April 2024, the next phase of the programme commenced, which includes a Short Learning Programme presented in collaboration with Stellenbosch University. This phase underscores Senwes’ ongoing commitment to nurturing talent and fostering growth to ready the Group for the future.
For more information about the proud graduates, see the video below:
The Senwes Academy celebrated its 13th Graduation ceremony on September 1, 2023, marking a significant milestone in Senwes’ commitment to employee development and sustainability. During this ceremony, the Group recognised and rewarded 82 employees who successfully completed formal learning programmes or achieved qualifications of national status.
Among these achievements, 56 learners completed a non-credit-bearing certificate and academic program aimed at enhancing their management skills and knowledge. These specialised programmes provided invaluable training tailored to their roles, equipping them with essential expertise.
Specifically highlighted were:
Furthermore, the ceremony recognized individuals receiving National Certificates, symbolizing significant milestones in our employees' professional growth. Notable achievements included:
The Senwes Graduation Ceremony serves as a testament of Senwes’ commitment to acknowledge and honour the dedication, hard work, and exceptional performance of the Senwes employees. By investing in their skills development, the Group empower them to realise their full potential, contributing significantly to the sustainable growth and success of the company. This ongoing dedication to education and training underscores Senwes’ commitment to nurturing talent and fostering a culture of continuous improvement.
The Senwes Group recognises the profound impact of education in fostering personal and professional development. As part of its ongoing commitment to invest in our employees, Senwes has awarded bursaries to 75 individuals during the 2023/2024 financial year, amounting to a total of R 1 876 000.
The internal bursary scheme is tailored to empower employees to pursue their educational ambitions and broaden their expertise. Whether individuals choose to undertake specialised short courses or pursue full-fledged degree programmes, Senwes provided financial support and encouragement to help them achieve their academic aspirations.
By nurturing a culture of continuous learning and development through the bursary program, the Group is not only investing in the growth of the employees but also fostering a workforce equipped with diverse skills and knowledge essential for the Group’s sustainable future success.
The inaugural launch of the Certificate in Grain Depot Management took place on 8 March 2024, signifying a pivotal moment for Senwes Grainlink in collaboration with Agbiz Grain and Peritum Agri Institute. This occupational qualification, accredited by the Quality Council for Trades and Occupations, represents a groundbreaking achievement within the grain industry.
This formal qualification is the first of its kind in the agricultural sector and is designed to equip learners with the skills and expertise necessary to excel as effective Grain Depot Managers. 12 dedicated Senwes Grainlink employees have enrolled in this prestigious program. The first classes have commenced in April 2024.
This initiative underscores Senwes’ commitment to fostering professional development and enhancing industry standards. By offering this nationally recognized qualification, Senwes aims to cultivate talent and empower individuals to drive sustainable practices within its operations. This programme will have a very positive impact on both the Senwes employees and the grain industry as a whole.
Upon completion of this programme, the learners will be equipped to:
The table below illustrates all the development programmes currently active in the Senwes Group, as well as the number of employees currently on these programmes.
| Development Programme/s | Number of employees / learners on the programme |
|---|---|
| Apprenticeships (largely Equipment Group) | 36 |
| Accelerated Learners / Workplace Experience Learners | 5 |
| Graduate Programme | 17 |
| NQF 5 Generic Management Programme | 10 |
| NQF 5 QCTO Grain Depot Manager Programme | 12 |
| NQF 3 Grain Handling Learners | 24 |
| YES Learners | 54 |
| NWU Advanced Management Programme | 4 |
| NWU Middle Management Programme | 5 |
| Training Dashboard Indicator | Previous year 2022/2023 | Current year 2023/2024 | % Change |
|---|---|---|---|
| Total training course attendance captured | 15 034 | 9 646 |  36% |
| Total training man-days | 19 193 | 12 831 | 33% |
| Average no. of training days per employee | 5.5 | 3.5 | 36% |
| Total training costs captured (R) | 11 863 338 | 12 900 424 | + 9% |
| Training costs of BBBEE-candidates (% of total training) | 45% | 35% | 10% |
| Training costs of EE-candidates (% of total training) | 65% | 58% | 7% |
| Total training cost as % of payroll cost | 1.2% | 1.2% | - |
Senwes observed a decline in overall training attendance and associated costs, largely due to a shift in priorities towards our culture campaign. As a result, several previous management and leadership programs were not offered during the financial year, reflecting the Group’s strategic focus on enhancing the organizational culture.
Looking ahead, Senwes is leveraging valuable insights gained from the Senwes culture campaign to refocus the Group’s new programmes and leadership development initiatives in the upcoming financial year. This strategic realignment underscores the Group’s commitment to cultivating leadership capabilities and fostering professional growth among the Group’s workforces.
Furthermore, in Senwes Equipment departments, many John Deere training sessions have transitioned to internal training following the establishment of the John Deere Training Centre in Bothaville by the Equipment personnel. This internal approach not only enhances accessibility but also generates cost savings by minimizing external training expenses.
Additionally, to optimize training efficiency and cost-effectiveness, SAP training modules have been integrated into the STRIDE platform for Hinterland employees. This shift has led to reduced reliance on in-person training events, resulting in notable cost savings while ensuring employees receive essential skills training.
These strategic adaptations highlight the Group’s ongoing efforts to streamline training processes, optimize resources, and align development initiatives with our organizational objectives, ultimately contributing to our long-term sustainability and success.
The following graph shows of training costs across the different training categories for the financial year:
The chart below indicates that 36% of skills expenditure captured for the year to date had been in the B-Band and 36% for the C-Band followed by 17% for the A-Band, and 7% for the D-Band.
In the pursuit of fostering a dynamic and inclusive workplace culture, Senwes embarked on a transformative journey in December 2022. Over the past year, significant strides have been made, reflecting the Group’s commitment to continuous improvement and sustainable growth.
Recap of Accomplishments
Way Forward
Looking ahead the focus remains on actively and strategically identifying priorities. Key areas of emphasis include:
Conclusion
The journey with the "I am Senwes" culture campaign has been marked by significant achievements and a steadfast commitment to fostering a positive workplace culture and climate.
On 28 November 2023, the Senwes Netball and Soccer Knockout Series coincided with the Springboks’ historic victory in the 2023 Rugby World Cup. A total of ten netball and ten soccer teams entered this fierce competition, all fighting for the coveted title of “Knockout Series Champion”.
All the teams delivered exceptional performances during the seven intense netball and four electrifying soccer knockout rounds to earn their spots in the semi-finals.
The day was not just about competition, but also about unity. Each team showed creativity in their outfits, positive attitude, and unwavering spirit. The supporters, with their cheers and delicious braais, added even more excitement to the day. It was a true celebration of the Senwes spirit and a testament of how sport can unite departments, inspire teamwork, and create lasting friendships.
In March 2024, the Group celebrated the highly anticipated annual box cart race, a testament to our commitment to employee wellness and teamwork. The Engineering and Property Assets team emerged as champions, clinching both the prestigious Box Cart Race and Best Box Cart titles. Meanwhile, Agri Credit Solutions showcased their unwavering team spirit, securing the Best Team Spirit award for the second consecutive year. Beyond the thrill of competition, this event embodies the collaborative ethos and camaraderie that emphasise the Senwes group culture.
In our ongoing efforts to enhance recruitment efficiency and promote sustainability, Senwes implemented JOBJACK, a specialised platform tailored for the recruitment of A-band employees. By leveraging the JOBJACK platform, Senwes has significantly increased the volume of CVs received, thereby expanding its candidate pool and enhancing the Group’s ability to source top talent.
This streamlined recruitment process has proven instrumental in expediting hiring procedures for lower job grades, ensuring prompt placement of the most qualified candidates. Given the typically high turnover rates associated with these job grades, JOBJACK plays a crucial role in minimising recruitment lead times and maintaining operational continuity. The pilot programmes proved successful, and this recruitment methodology will be continued with.
Improving the recruitment process with Direct Hire
To improve the Group’s recruitment process and deliver a more efficient service the Direct Hire system has been implemented during
April 2024. This strategic decision is aimed at streamlining and optimising the recruitment and appointment procedures, thereby aligning with the Employee Value Proposition.
The Direct Hire system offers several key benefits, including:
The Senwes group takes great pride in celebrating significant milestones with its employees. On Friday 6 October 2023 hosted the annual Long Service Awards. 21 employees received awards – 15 employees for 20 years of service and 6 for 30 years of service.
Agrinet also hosted its annual Long Service Function, an occasion dedicated to celebrating the unwavering commitment and exceptional dedication of the Agrinet employees. These employees have a collective 455 years of service, with three members reaching the remarkable milestone of 25 years of service each and one 30 years.
Falcon Agricultural Equipment (Pty) Ltd is committed to supporting our local communities in many ways. Our main focus is the well-being of children, and we provide a safe and suitable school environment for them, as well as school-related necessities.
God’s Little Lambs is a preschool in a semi-rural township that we support as part of our social responsibilities. We assisted in building the new school, as well as the fencing around the school, school safety (burglar bars and any steel work), and numerous other projects. We are also involved in the feeding scheme and some of our staff sponsors a “lamb’s” school fees every month.
Another one of our local charities is Howick Hospice. It was established in August 1987 in response to meeting the needs of the terminally ill in the Lions River magisterial area. It is a non-profit organisation committed to caring for the terminally ill through home-based care, education and training, social welfare, and bereavement support.
Hospice relies on support and financial contributions from the public, corporate sector, and philanthropic donors and ensures access to palliative care services for patients with a confirmed diagnosis of a life-threatening illness and reduced life expectancy. Holistic care and support extends to patients and families through direct patient care, training, referral, and the development of strategic partnerships within Howick and its environs.
Eleven companies within the Senwes Group submitted their EEA2 and EEA4 submissions to the Department of Labour as part of the Group’s commitment to Employment Equity. Throughout the past financial year, a total of 44 quarterly Employment Equity Forum meetings were held across the Senwes Group.
During these meetings, company policies and procedures were thoroughly reviewed to ensure alignment with the Group’s commitment to diversity, inclusion, and equitable practices. Where necessary, policies and procedures were updated or revised to reflect our ongoing dedication to fostering a fair and inclusive workplace environment.
| Designated Employer | EE-Forums | EE-Reporting |
|---|---|---|
| Senwes | 4 forums quarterly meetings | EEA2 & EEA4-submission annually |
| Hinterland | 4 forums quarterly meetings | EEA2 & EEA4-submission annually |
| Hinterland Fuels | 4 forums quarterly meetings | EEA2 & EEA4-submission annually |
| Certisure | 4 forums quarterly meetings | EEA2 & EEA4-submission annually |
| Senwes Equipment Holdings | 4 forums quarterly meetings Senwes Equipment Falcon | EEA2 & EEA4 submission annually |
| Bastion/-OTKV | 4 forums quarterly meetings | EEA2 & EEA4-submission annually |
| NviroTek | 4 forums quarterly meetings | EEA2 & EEA4-submission annually |
| Agrinet | 4 forums quarterly meetings | EEA2 & EEA4-submission annually |
| JDI | 4 forums quarterly meetings | EEA2 & EEA4-submission annually |
| Agri Credit Solutions | 4 forums quarterly meetings | EEA2 & EEA4-submission annually |
Subsequent to amendment of the Employment Equity Act and the sectoral targets announced in 2022, five-year plans were developed for all the affected companies within the Group.
These strategic actions demonstrate our commitment to staying ahead of regulatory changes and proactively aligning our practices with evolving regulatory standards. The targets are:
| Company | AF | AM | CF | CM | IF | IM | WF | WM | Grand Total |
|---|---|---|---|---|---|---|---|---|---|
| Agri Credit Solutions | 4 | 2 | 7 | 1 | 1 | - | 28 | 19 | 62 |
| Certisure | 1 | 1 | 1 | - | - | - | 45 | 12 | 60 |
| Agrinet | 77 | 169 | 14 | 28 | 2 | 2 | 60 | 61 | 413 |
| Bastion Lime | 1 | - | 2 | - | - | - | 4 | 5 | 12 |
| OTKV | 4 | 38 | - | 1 | - | - | 1 | 4 | 48 |
| Senwes Equipment Holdings | 17 | 193 | 10 | 31 | 2 | 13 | 75 | 243 | 584 |
| NviroTek | 21 | 33 | 10 | 6 | 1 | - | 28 | 10 | 109 |
| Senwes | 89 | 754 | 20 | 36 | 1 | 4 | 195 | 302 | 1 401 |
| Hinterland Holdings | 63 | 250 | 50 | 47 | 1 | - | 166 | 94 | 671 |
| Hinterland Fuels | 34 | 106 | 9 | 10 | - | - | 10 | 5 | 174 |
| JDI | 1 | 7 | 6 | 28 | - | - | 11 | 48 | 101 |
| Grand Total | 312 | 1 553 | 129 | 188 | 7 | 20 | 623 | 803 | 3 635 |
The Senwes Group adopted a precautionary approach to environmental challenges and responsible environmental resource management.
As an intermediary service provider for both the primary agricultural sectors (commercial farming sector) as well as the processors of primary foodstuffs, the continued sustainability and uninterrupted service delivery remain key for the Group’s survival.
The continued interruptions and load shedding have impacted the Group and alternative arrangements for especially the intake of grain have been made in 2022.
Protection of the natural environment in terms of the use of hazardous materials to ensure food safety is top of mind for Senwes Grainlink.
Our energy and environmental strategy is based the following three pillars:
To achieve these focus areas, various technical initiatives are executed in line with our focus areas of metering, energy efficiency, process optimization and energy generation.
It is important to be aware of the Senwes footprint in order to understand how to manage and limit the impact on the environment. The footprint for energy consumption for the financial year is reflect below taken the results of the benefits of installed solar projects into account. With the exception of Grainlink, the of the remainder of the Group’s energy usage is significantly lower due to load-shedding.
| Company | Total usage (KWh/annum) | Solar Input (KWh/annum) | External supply (KWh/annum) |
|---|---|---|---|
| Head Office | 2 094 261 | 844 790 | 1 249 471 |
| Grainlink | 25 078 295 | 220 467 | 24 857 828 |
| Hinterland | 3 592 598 | 16 579 | 3 576 019 |
| KLK | 2 951 041 | - | 2 951 041 |
| Bastion | 1 222 879 | - | 1 222 879 |
| Falcon/Staalmeester | 1 093 065 | - | 1 093 065 |
| Agrinet | 1 025 784 | 67 163 | 958 621 |
| SS SiloCo | 802 460 | - | 802 460 |
| NviroTek | 715 287 | - | 715 287 |
| Uraniaville | 129 669 | - | 129 669 |
| Total | 38 705 339 | 1 148 999 | 37 556 340 |
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The Senwes Group water usage per KL is reflected below. The Group makes use of boreholes across the Grainlink silo premises; hence the KL measurement only reflects the usage of municipal water.
| Company | Water usage (KL) |
|---|---|
| Grainlink | 59 358 |
| Hinterland | 45 822 |
| Bastion | - |
| Agrinet | 10 244 |
| NviroTek | 5 666 |
| Falcon/Staalmeester | 13 684 |
| Houses | - |
| Stands | - |
| Total | 134 774 |
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It is important to be aware of the Senwes footprint in order to understand how to manage and limit the impact on the environment. The footprint for energy consumption for the financial year is reflect below taken the results of the benefits of installed solar projects into account. With the exception of Grainlink the of the remainder of the Group’s energy usage is significantly lower due to load-shedding.
Continuous supply of electricity is vital for the operations of Senwes’. The standby generator portfolio is being expanded and optimised at critical sites to ensure business continuity. An additional 11 generators were purchased during the financial year for certain silo’s to improve the stability of electricity supply.
Furthermore, the effectiveness of the generators is ensured though maintenance programmes.
Given the unavoidable load-shedding and business interuption, Senwes cannot currently escape the unfortunate higher carbon-foot print caused by standby genrators.
However, where possible, solar is used as alternative and investigations are in process for the development and implementation of microgrid solutions.
Senwes has taken strides in reducing its environmental impact and has managed to implement initiatives within the group. Plans are in place to ensure that high energy consumption systems are phased out through a combination of design, maintenance and replacement strategies being implemented.
To reduce the energy footprint with regards to energy the following initiatives have been put in place:
Solar PV grid-tied 753kWp system was installed at the Senwes Head Office in Klerksdorp generating approximately 45% of the total energy requirement of the facility.
The performance of the system and corresponding environment impact to date are reflected below:
Solar PV grid-tied 358kWp system was installed at the Senwes Head Office in Klerksdorp generating approximately 50% of the total energy requirement of the facility.
The performance of the system and corresponding environment impact to date are reflected below:
During the year under review, NviroTek Laboratories had some specific initiatives that demonstrate this company’s commitment to the natural environment. These include:
Agrinet is committed to sustainable practices, and its green initiatives reflect this dedication. One of its primary efforts involves rain harvesting, where rainwater is collected to reduce the company’s reliance on municipal
water sources. By harnessing rainwater, the company not only conserve precious resources but also minimise our environmental footprint.
In addition to rain harvesting, the company is proactive in recycling packaging and other materials. Comprehensive recycling programs throughout its facilities have been implemented, ensuring that materials such as paper, plastic,
glass, and metal are diverted from landfills and instead repurposed or recycled. This initiative not only reduces waste but also promotes a circular economy, where materials are reused and recycled, contributing to a healthier
environment.
During the year under review Agrinet achieved the following:
| Recycling & Environmental Impact | Current Month | FY24 |
|---|---|---|
 | 51 Trees saved | 611 Trees saved |
 | 60 L Water saved | 849 L Water saved |
 | 43 L Oil saved | 503 L Oil saved |
 | 115m Landfill saved | 1250m Landfill saved |
 | 60 KW Energy saved | 200 KW Energy saved |
Senwes acknowledges and understands that an organisation cannot be sustainable without promoting the safety, health, and welfare of its employees.
The safety, health and wellbeing of employees are of the highest importance.
Without this, Senwes would not be able to achieve such successes as it has thus far.
Creating a workplace that fosters care and well-being, is essential to the success of the company, the result being a positive and supporting safety culture that is nurtured within the Senwes Group.
A dedicated SHEQ unit ensures that the company complies with all statutory requirements that govern the business. The safety management system is standardised to the ISO standards. although not officially certified, it illustrates the international standard is incorporated at a fundamental level.
The SHEQ division has developed a new strategy with the pillars outlined as below:
Reporting non-compliance and other incidents are an important part of Senwes’ SHEQ programme. It helps identify work-related health and safety hazards, risks, and dangers. The purpose is to identify the causes of incidents but also to ensure that appropriate controls are adopted to prevent further occurrences of such events.
In terms of the provisions of the Occupational Health and Safety Act. According to the Act, Senwes formally investigates all section 24 incidents as well as any other incident where more medical treatment than the normal first aid is required. During the year under review, no loss of life occurred. The Group continues to strive towards achieving and maintaining a safety record that is above industry norms.
| Incidents 2024 | Number |
|---|---|
| Section 24 investigations | 4 |
| Disabling injuries | 57 |
| Disabling Injury Frequency Rate (DIFR) | 1.85 |
| Lost Man Days | 567 |
| Rail related incidents | 1 |
(Disabling injury means any employment injury or an occupational disease that results in either time loss, or modified duties. Disabling injuries can be either temporary (sprained wrist), or permanent (severed limb), depending on whether or not the employee is expected to make a full recovery.)
Senwes’ Grainlink aims to manage the quality of grain in the silos as well as to identify any risks. Senwes undertakes weekly quality inspections collected via Quality APP.
CO2 levels are regularly monitored daily to ensure that all risks for example insect infestation, temperature in bins and any irregularities that might appear that may influence the quality of the grain. Quality management of the grain is crucial, and priority is afforded thereto continuously according to Agricultural Products Standards Act no.119 of 1990 and prevalent JSE requirements for registered silos.
During 2021/2022, 78 of Senwes silos have been audited and all of the silos complied with the requirements of the Agricultural Products Standards Act (ACT No. 119 of 1990) especially for Standards regarding Food Hygiene and Food Safety of Regulated Agricultural Food Products of Plant Origin intended for Export.
Focus areas remain:
Senwes’ laboratory is part of the quality management department and ensures that samples are sent for regular testing. The laboratory also does inspections and assists Grainlink with service regarding the grading of grains.
Senwes Grainlink applies best practice industry standards for the fumigation of grain to control insects. There are two types of treatment.
The gas is a slow-release mode of action and has a half-life span of more or less 6 hours. Half-life means that after 6 hours, the amount of gas which was released is reduced (breaks down) by 50%.
This ensures that there is no residue left, after the 10-14 day withholding period after fumigation, on the grain during loading to customers and no toxic gas is blown into the atmosphere and does not pose a threat to the environment. This also reflects why fumigated grain can get reinvested if general hygiene is not maintained.
For the past 2 years, Senwes tested and began to apply innovative techniques for fumigation by using an alternative product, Profume. Lower dosages are required than Phosphine.
Profume an alternative product is more flexible, are dispersed easily and more effective and does not create high build-up of gasses which may lead to risks of fire during Loadshedding. Profume has no effect on the quality, taste or nutritional value of grain.
During the year under review, Senwes also initiated a programme with AGBIZ to ensure training in these hazardous materials and an official course is to be compiled by the industry under the “CropLife” brand.
Senwes Grainlink uses tamperproof bait stations to prevent spillage or unauthorised access to the poison which is set out for bait. The bait that we use, Racumin 3D from Bayer, is enviro-friendly and is a Multiple feed anti-coagulant rodenticide. The active Ingredient: Coumatetralyl + Co-Formulant: Cholecalciferol (Vit D3) decrease the levels of A.I. residues in dead rodents by 75%, therefore, reducing the risk of secondary poisoning of predatory birds and mammals.
This product is also endorsed by the Griffon Poison Information Centre as safe to use and environmentally friendly.
All agriculture remedies and users of it are required to be registered by the Dept of Agriculture under Act 36 of 1947. Senwes Grainlink complies in this regard.
