Savannah believes that an inclusive culture and diverse workplace are critical to maintaining a sustainable business and, as such, are important factors in the Company’s ongoing and long-term success.
Savannah welcomed 131 new employees to the Savannah family following the acquisition of our assets in Nigeria.
We have a functional matrix organisational structure for the business which contains direct reporting lines to increase accountability and drive greater efficiency, as well as promoting faster decision-making throughout the organisation.
Savannah’s overall recruitment philosophy leverages on the available local personnel and contracting markets.
This recruitment philosophy can be supported by the fact that Savannah has 143 local permanent employees and 34 local contracted staff within its organisational structure. We maintain a strong focus on continually training and upskilling our people and contractor personnel, and to that extent, conduct various training and awareness raising workshops as well as regular CEO town hall sessions.
Savannah recognises that a high performance culture is a critical factor in enabling the organisation to achieve our corporate goals.
With this in mind, Savannah has developed and implemented a performance management process which ensures that managers, staff and related stakeholders meet on a regular basis to discuss and review individual levels of performance in relation to the requirements of the Company.
Gender and other equalities within the work and professional environment is a goal of the Company. We currently have 25% gender diversity in leadership and senior management roles, and a 20% gender diversity rate overall, including support and operational roles.
Savannah is committed to achieving the high standards of conduct and accountability and a structure which allows employees to openly report legitimate concerns regarding regulations or Group policies, danger to health and safety, or other human resource matters.