Adcock Ingram Integrated Report 2018

A successful business is dependent on a skilled workforce. Good skills ensure effective and efficient manufacturing and delivery of our products and services. Employees who develop their skills are able to advance more quickly through the organisation and are also more likely to stay with Adcock Ingram. Various training opportunities are offered to employees ranging from basic literacy and numeracy, to computer- based training, management and leadership programmes. A key challenge in developing employees is balancing the business operational needs with the training ambitions of the employee. The framework for learning and development is depicted below: GROWING THE BUSINESS BY GROWING PEOPLE LEADERSHIP DEVELOPMENT Talent Management and Succession Transformation Imperatives Relevant Legislation CULTURE / VALUES ETHOS FUTURE TALENT OPERATIONAL EXCELLENCE PERSONAL DEVELOPMENT TECHNICAL TRAINING BUSINESS OBJECTIVES Grow the business 1 Stabilise the platform 2 Transformation 3 Innovation 4 LEARNING AND DEVELOPMENT TO RETAIN SKILLS Skills development is critical to ensure that we have the right people capability to deliver the Group’s strategy. This is not only limited to our employees but also to the unemployed talent pipeline. The unemployed talent pipeline includes the combination of all previously unemployed people that the Company employs on a fixed- term contract and includes apprentices, learners with disabilities, graduates and pharmacy interns. Developing a talent pipeline to support business growth and transformation is one of the key objectives of learning and development. Adcock Ingram continues to increase training spend in South Africa year-on-year, having spent R33 million in 2018, compared to R23 million in 2017 and R18 million in 2016. African Male 41% African Female 34% Coloured Male 4% Coloured Female 3% 2018 Indian Male 4% Indian Female 7% White Male 4% White Female 3% BENEFICIARIES OF TRAINING INTERVENTIONS FUTURE TALENT To provide a pool of talent for the business, focussing on critical skills 18 graduate workplace experiences 14 pharmacy interns 15 apprenticeships 34 national skills fund workplace experiences 22 learnerships for people living with disabilities TECHNICAL TRAINING To enhance technical skills of our employees and process efficiencies 24 basic pharmacy assistants 26 post basic pharmacy assistants LEADERSHIP DEVELOPMENT To enhance and expand capacity of leaders for execution of the Group Strategy 48 supervisor development programmes 16 management advancement programmes OPERATIONAL EXCELLENCE To increase technical expertise of our employees and their overall performance 66 project management 16 supply chain management PERSONAL DEVELOPMENT To assist employees with their development, career aspirations and enhancing competencies 29 study assistance 36 adult basic education and training Human capital (continued) REALISING CAPITAL OUTCOMES ADCOCK INGRAM  Integrated Report 2018 36 SUSTAINABILITY