Our people strategy and management approach plays a critical role in enabling the business. Our strategy delivers strategic people-related outcomes with clear governance and measurement frameworks driving accountability and performance (see here).
Culture transformation: We track culture transformation along a roadmap that defines winning culture aspirations and priority actions. The Tiger One Way Playbook standardises processes and employee integration. We foster an inclusive culture free from discrimination in alignment with our code of ethics.
Diversity, equity, and inclusion: Our diversity, equity and inclusion approach focuses on creating an inclusive workplace culture and increasing racial diversity, gender equity and the inclusion of people with disabilities. Our initiatives support our 2030 commitments to increase gender representation in our workforce and racial diversity in management.
Learning and development: Our digital learning platform provides targeted skills development across core capabilities. Leadership development programmes span all organisational levels from first-time leaders to senior executives. Our community bursary scheme supports education for employee families. Talent acquisition includes proactive market mapping, employer branding and internal mobility prioritisation.
Employee wellness: Our holistic wellbeing programme provides physical, emotional, and mental health support through counselling services, online platforms, and life management services.
Employee relations: Our industrial relations processes comply with South African labour legislation and ILO standards, including freedom of association. We operate systematic wage negotiation processes, multi-year agreements, and grievance resolution mechanisms, supported by a whistle-blowing facility and ethics training programmes (see here).
Remuneration and recognition: Our reward strategy is reviewed annually to align with market standards (see here). Our remuneration policy addresses pay differentials across roles, race, and gender through systematic market alignment with clear guidelines for appointments, promotions, and pay reviews. Pay differentials are monitored, reported, and interrogated across gender and race during compensation reviews, ensuring minimum wage compliance and wage gap monitoring. Our remuneration report (see here) provides further details on how we drive performance against our sustainable future strategy, through remuneration incentives for executives and employees. Beyond financial rewards, we prioritise formal and informal recognition, ensuring employee efforts and excellence are acknowledged by both the business and their peers.
Igniting our people is a key strategic enabler – see here.
Our food safety and quality (FSAQ) management system operates within the Manufacturing Excellence, Customs and Practices (MECP) framework as outlined here, which benchmarks operational maturity against industry best practice and systematises daily management. The Tiger One Way playbook ensures uniform standards across all our operations. The digitisation of the FSAQ management system to enhance data visibility and operational efficiency. will be completed at the end of 2026.
All our food manufacturing operations maintain FSSC 22000 certification (Global Food Safety Initiative-recognised), while our Home and Personal Care operations and S&ST hold ISO 9001 quality management certification. We conduct American Institute of Baking (AIB) Standard audits for specific food categories. Our suppliers must hold GFSI-recognised certifications as part of our comprehensive quality assurance requirements.
Product testing is conducted through in-house and outsourced facilities, with our central micro-laboratory accredited by SANAS to ISO 17025 standard for microbiological testing. Performance is monitored through standardised quality scorecards with monthly reporting across all our sites and categories. The system integrates technical training and culture activations, risk assessments, incident reporting and investigation with root-cause analysis, and continuous improvement processes to drive measurable improvements in product safety and quality. FSAQ supports the strategic drive to enhance our competitive manufacturing capabilities (see here).
Our integrated SSHE management programme operates within the MECP framework, which benchmarks operational maturity against industry best practice and systematises daily management (see here). The Tiger One Way playbook ensures uniform standards across all operations.
The programme integrates standardised operating procedures, regular training, risk assessments, incident reporting and investigation with root-cause analysis, KPI tracking, and internal and external audit programmes. Our occupational health programme includes hygiene surveys, annual medical surveillance for lifestyle and chronic diseases and onsite clinics providing free primary healthcare for all employees (see here). A monthly SSHE forum coordinates performance review and incident analysis across all sites. Each sub-function is supported by individual policies and strategies.
We comply with the Occupational Health and Safety Act (OHSA) and related regulations, ensuring full compliance for operational licensing. SSHE supports the strategic drive to enhance our competitive manufacturing capabilities, with further information on our progress and performance in 2025 reported here.
Our ethical sourcing policy defines our commitment to working with suppliers to strengthen sustainable sourcing practices across human rights, labour practices, preferential procurement and environmental protection. The policy aligns with our code of conduct and outlines responsibilities for staff and suppliers to mitigate supply chain risks. We implement ethical sourcing through three interconnected mechanisms:
The sustainable agricultural sourcing framework is jointly led the chief manufacturing officer and chief legal and corporate affairs officer. A steering committee with business unit representation provides oversight, while cross-functional working groups drive implementation.
For high-impact raw materials such as palm oil and cocoa, we require intermediary suppliers to hold recognised sustainability certifications. Our preferred suppliers are members of the International Cocoa Organization (ICCO), Fairtrade and the Supplier Ethical Data Exchange (Sedex), and are regularly audited by these bodies. We are developing a more comprehensive supplier assurance process through our digital procurement platform, which will facilitate regular self-assessment questionnaires, surveys and independent audits. Currently, our onboarding process covers labour practices, conflicts of interest and basic health and safety. Formal supplier audits are currently limited to food safety and quality but will expand to cover human rights and environmental aspects.
Sustainable agricultural sourcing is a strategic enabler of our core strategy – see here.
