Integrated_Annual_Report_2026 - Flipbook - Page 117
SASOL AT A
GLANCE
INTRODUCTION
DRIVING SUSTAINABLE
VALUE CREATION
EXECUTING
STRATEGY
DELIVERING
BUSINESS VALUE
SUMMARISED FINANCIAL
PERFORMANCE
CORPORATE
GOVERNANCE
SUSTAINABILITY
REPORT
REMUNERATION
REPORT
ASSURANCE/
ADMINISTRATION
SOCIAL – LABOUR CONTINUED
Human capital management continued
PROGRAMMES AND PERFORMANCE
Employer brand and employee experience
KEY INSIGHT
Employee advocacy and engagement improved
significantly during FY26, exceeding global
benchmarks and strengthening Sasol’s ability to attract
and retain critical talent. Improved engagement is
expected to support higher retention of critical skills
and sustained operational performance.
Organisational culture
• Competitive benefits and compensation
• Career growth and development opportunities
KEY INSIGHT
Sasol strengthened its values-driven, high-performance culture during FY26.
PERFORMANCE HIGHLIGHTS
% employees mentioned
• Positive improvement across all cultural anchors
• Increased participation in employee listening processes
60
50
50
49
44
PROGRESS
40
%
PERFORMANCE HIGHLIGHTS
• eNPS improved from -8(October 2024) to
+28 (October 2025) and exceeds global
benchmarks indicating strong employee advocacy
• 5 629 employee engagement discussions
were conducted to proactively understand
retention drivers
eNPS trend line
equity, inclusion and belonging strategy,
focusing on gender, persons with
disabilities, inclusive culture and practices
20
10
• 90 team effectiveness workshops
0
Meaningful and
challenging work
Competitive
benefit and
compensation
Career growth and
development
opportunities
+28
25
• 32 UNMUTED Culture Dialogues sharing
culture learnings and best practices across
the business
• Leadership programmes reinforced
• Enhanced EVP through targeted benefits
values-based behaviours
improvements
+20
• Line Managers trained on the components
• Introduced structured career paths for
15
0
key technical talent segments (Engineers,
Technicians, Technologists, Learning
Practitioners, Digital Professionals)
-5
• Strengthened continuous listening through
10
5
-10
conducted
PROGRESS
30
20
• Continued to focus on Sasol’s diversity,
30
-8
October 24
of Sasol’s attractive EVP
• Optimised and improved risk
benefits across all employee levels in SA
• Women’s Day celebrations included
large-scale engagement discussions
May 25
participants from across the world, focused
on the theme “when we all give, we all gain”
October 25
IMPACT
• Learned from current employees how
These interventions contributed to:
Retention insights
Through structured engagement discussions, the
key drivers of employee retention were identified as:
to better accommodate persons with
disabilities.
• Improved employee advocacy
• Reduced turnover in critical talent segments
• A more competitive employer brand in a
IMPACT
• Stronger alignment to organisational values
• Improved collaboration and
changing labour market
• Meaningful and challenging work
accountability across teams
• Increased employee voice and trust
SASOL INTEGRATED REPORT 2026
116
