Our people

Kenmare recognises that our employees are the cornerstone of our business and that a partnership approach is vital to achieving business objectives.

As stated in our Employment Policy, we operate in full compliance with the relevant national laws and employment standards. They cover hours of work, meal breaks, transport, shift hours, overtime, standby, call-outs and payment on Sundays and holidays. Employee benefits also covered include retirement, health, personal accident and medical benefits.

A talented and diverse workforce

We are committed to seeking out and retaining a diverse and talented workforce to ensure business growth and performance. Kenmare encourages diversity in its workforce and believes in treating all people with respect and dignity. For more information see our Employment Policy, and our Diversity and Inclusion Policy.

We pride ourselves on the employment the Mine generates for our host communities and Mozambique as a whole. In 2020, Kenmare’s workforce included 1,508 employees and 2,260 contractors across our Moma Mine and the Dublin, London, Maputo, Nampula and Beijing offices.

At year end, our Mozambique operation employed 1,485 workers. Of these, 97% are Mozambican and 62% of the mine employees are from local communities. Kenmare is the only major employer in north-east Mozambique and makes a significant economic contribution to the region. Wages and benefits paid in 2020 across our Mozambique operations totalled US$41.2m.

Our efforts to improve diversity across the Mozambique operation is reflected by an uplift in the proportion of females employed.

Number of employees1,5081,4231,398
% Mozambican97%96%95%
% Expatriates3%4%5%
% Women10.64%8%7%

Kenmare’s focus on workforce localisation has resulted in 97% of employees from Mozambique and for the first time the most senior leadership position at the mine, the General Manager, is held by a Mozambican.

All personnel at operator and tradesperson levels are Mozambican, and the percentage of Mozambican employees at supervisory levels increased to 94% from 91% in 2019. Management localisation increased to 64% in 2020, compared with 63% in 2019 and 53% in 2018. Kenmare’s focus has now turned towards skills development and providing opportunities for more employees to be promoted into more senior roles.

The sustainability of our localisation programme has been underpinned by the successful technical development of local artisans, who have replaced expatriates through our on-site practical training centre. Our University Internships and our Graduate Development Programme (GDP) have also seen local graduates employed and positioned in higher ranks of the operation.

Training and development

A comprehensive review of training needs conducted in 2018 resulted in a three-year targeted training regime to address identified gaps. Over the past three years, supplementary training has been provided for 128 employees working in mechanical, electrical and boilermaker trades. Each person completes a two month programme as part of a small group to minimise the impact on work outputs and operations. In 2020, the programme was successfully completed with the training delivered to 15 electrical and 12 mechanical tradespeople.

This year, our Training Personnel and Safety Officers participated in SAMTRAC – a comprehensive safety management course - as preparation for training in Instructional Techniques In Safety, scheduled for 2021. Developing these team members as certified trainers will further enable the provision of safety courses across the business.

Our commitment to supporting and developing the workforce is resulting in an overall improvement in skills and technical competence. This approach has increased the work readiness of trainees and facilitated the career progression of more employees in operator, technical and specialist positions.

In 2020, the Moma Mine placed a particular emphasis on leadership development with 100 people completing a New Supervisor training programme and newly appointed superintendents participating in a management development programme.

Read more about our training and development programme's in our 2020 Sustainability Report.

Advancing women

Kenmare is actively working to increase the number of women in our workforce. At year end 10.64% of our Mine employees were women, compared with 8% in 2019.

At year end, women again represented 20% of our Board of Directors and 11% of the executive management team, which is unchanged from 2019. Seven women are employed in the executive committee’s direct reports, with an additional 35 women at the Mine in positions of leadership responsibility.

Targeted recruitment, training and development initiatives are also in place to create employment opportunities specifically for women in our Mozambique operation. In 2020, these programmes were successful in attracting women to the Kenmare workforce including: ƒ

  • 53 women in our Technical Development Programme. Participants are all studying engineering trades in electrical, mechanical and civil fields and receive a three-year financial bursary during their studies. ƒ
  • 60% women participants in our Graduate Development Programme which is targeted at recent University graduates. Participants are primarily mining engineers however some of the women are engaged as chemical engineers or in management, finance, administration and accounting fields

In addition, 50 women have successfully completed our Operator Development Programme where training is provided to women as heavy machinery operators. Successful graduates of the course enter a potential recruitment pool from which additional workers are drawn as the operation requires