Integrated_Annual_Report_2026 - Flipbook - Page 119
INTRODUCTION
SASOL AT A
GLANCE
DRIVING SUSTAINABLE
VALUE CREATION
EXECUTING
STRATEGY
DELIVERING
BUSINESS VALUE
SUMMARISED FINANCIAL
PERFORMANCE
CORPORATE
GOVERNANCE
SUSTAINABILITY
REPORT
ASSURANCE/
ADMINISTRATION
REMUNERATION
REPORT
SOCIAL – LABOUR CONTINUED
Human capital management continued
PROGRAMMES AND PERFORMANCE
Skills development
Diversity, equity, inclusion and belonging
• Continued focus on improving representation of women
KEY INSIGHT
Sasol continued to strengthen diversity, equity,
inclusion and belonging across the workforce, with
measurable progress in building a more diverse
leadership and talent pipeline.
and PwD across all occupational levels
Inclusion initiatives
• Implemented targeted initiatives to support women’s
development:
- Women’s Mentorship Circles
- Structured rotations
- Coaching and leadership development programmes
Gender representation
through engagements, workshops and campaigns
across the organisation
73% Male
workforce and provide information on its remuneration
structure and pay ranges in the Remuneration Report.
In addition, Sasol opted to voluntarily disclose its gender
pay gap information for South Africa.
Female representation
75
80
70
60
%
50
50
30
inclusion
20
10
0
PROGRESS
Graduate
programme
Bursaries
Learnerships
LEAP
PERFORMANCE HIGHLIGHTS
• Female representation across key talent pipelines:
- 50% (44%) Graduate Development Programme
- 54% (51,3%) bursary participants
- 37% (44,6%) learnership programmes
- 57% LEAP 4 Emerging Leadership Programme
- 75% of the LEAP 5 cohort which will commence
in July 2026
• Strengthened recruitment and development pipelines
for PwD
• Reviewed the company’s Reasonable Accommodation
Policy for PwD
• Equipped line managers to better support PwD
employees through training and enhanced guidelines
IMPACT
These interventions contributed to:
• Improved diversity within talent pipelines
• Increased awareness and capability for inclusive leadership
• Strengthened long-term sustainability of a diverse workforce
SASOL INTEGRATED REPORT 2026
• R1 314 million (R1 293 million)
developed across programmes
• R565 million (R723 million)
invested in bursaries, graduate
programmes, learnerships and
apprenticeships
Pipeline development
in FY26
• 426 employees participated in disability inclusion webinars
• Improved organisational awareness and capability for
37
40
PERFORMANCE HIGHLIGHTS
• 454 (520) artisan learners trained
Persons with Disabilities (PwD)
PERFORMANCE HIGHLIGHTS
54
Sasol continues to evolve its skills
offering to align with future business
needs, including:
• 24 160 (23 991) employees
• Sasol is committed to fair and equitable pay practices
• Sasol discloses pay gap information for its South African
(FY25: 74% male, 26% female)
Future focused skills
Sasol made a significant investment
in skills development during FY26,
strengthening critical capability
pipelines and supporting workforce
sustainability.
invested in skills development
globally
• Strengthened diversity and inclusion awareness
27% Female
KEY INSIGHT
118
• Continued expansion of:
- Learnerships
- Apprenticeships
- Bursary programmes
- Future focus
Training infrastructure and
capability
Skills academies provide training in,
among others, the following technical
areas:
• Fitting
• Electrical
• Instrumentation
• Welding
• Fabrication
• Millwright and rigging
• Integration of renewable energy
capabilities, data analytics and AI
into training programmes
• Introduction of certified
programmes for:
- Solar PV training models
- Hydrogen fuel cell training
models
IMPACT
These investments contributed to:
• Strengthened pipeline of critical
technical skills
• Improved workforce readiness for
future energy transition needs
• Increased access to structured
development opportunities
