SASOL Integrated Report 2025_Final_28 August 2025 - Flipbook - Page 125
INTRODUCTION
ABOUT SASOL
STRATEGIC OVERVIEW
PORTFOLIOS
ESG
DATA AND ASSURANCE / ADMINISTRATION
REMUNERATION REPORT
GOVERNANCE continued
GROUP GOVERNANCE continued
Independence of our Board
Directors may serve on the Board for up to nine years, extendable annually up to a maximum of 12 years. The Board’s succession plans aim to achieve an optimal balance
between independence and continuity on both the Board and its Committees. It is for this reason that the Board extended the term of Mr Manuel Cuambe following a
review and confirmation of his independence. His experience, knowledge and independent judgement continue to benefit the Company.
Sasol has a rigorous process in place to manage conflicts of interests. The Nomination and Governance Committee considers the commitments of Directors when they
are first appointed, as well as annually, or at any other time when a Director’s circumstances change and warrant re-evaluation. This is done to determine whether a
Director has sufficient time to discharge his or her duties effectively and is free from conflicts that cannot be managed satisfactorily.
All non-Executive Directors are considered to be independent.
The Nomination and Governance Committee is of the view that no Director is over-committed.
Board succession planning
Women (%)
Historically disadvantaged individuals (%)
Leadership capability development to ensure Sasol has the
right leaders in place now and in the future is crucial and
succession planning remains a focus area for the Board. Factors
being taken into consideration includes Sasol’s vision and
aspirations, continuity, its global presence, strategic objectives,
the complexity of its operations and the most significant
challenges it is likely to face over the short and long term.
Maintaining continuity, ensuring effective governance, and
facilitating a smooth transition of responsibilities when Board
members change, are crucial. We therefore ensure, among
others, that new Directors engage with all Directors on the
Board and the Group Executive Committee members, attend
Committee meetings and have access to the necessary
information to continue the work of the Board effectively.
www
Refer to the Board Charter for the Policy and process for the
appointment of Directors available on our website at www.sasol.com
% of South African Directors
40% Target
45% Achieved
0
10 20 30 40 50 60 70 80 90 100
0
10 20 30 40 50 60 70 80 90 100
Independence
Tenure
4
0 - 3 years
4
9+ years
Directors are chosen for their corporate leadership skills,
experience and expertise. A combination of different business,
geographic and academic backgrounds as well as diversity in
gender, age and race allow for a wide range of perspectives,
robust debate and more considered decision-making.
Age (years)
61 - 70 years
SASOL INTEGRATED REPORT 2025 124
3
Non-Executive
Directors
1
40 - 50 years
51 - 60 years
Executive
Directors
6
4 - 8 years
Diversity of our Board
It is the Board’s policy that broader diversity at Board level
will be promoted. All facets of diversity will be considered in
determining the optimal composition of the Board and,
where possible, be balanced appropriately. All Board
appointments are made on merit, having due regard for the
benefits of diversity which the Board as a whole requires to
be effective.
50% Target
71% Achieved
3
2
6
8
The Board’s
succession plans
aim to achieve an
optimal balance between
independence and
continuity on both
the Board and its
Committees.
