We aim to recruit, develop and retain the best talent across the business, and develop a winning culture grounded in our values and behaviour
Our approach
We strongly believe that supporting and developing our people is key to helping us achieve our strategic objectives as a company. We have continued to drive and embed a winning culture across the business through the creation of key initiatives, policies, procedures, systems and controls. To support our ambition in this pillar of our sustainability strategy we aim to underpin all our activity with our five core SEE-IT values (Sustainability, Excellence, Entrepreneurialism, Integrity and Teamwork).
Creating a diverse workplace
Savannah is committed to being an equal opportunities employer and strongly believes that diversity throughout the organisation builds a strong workforce and improves business performance. Our senior management female gender diversity ratio was broadly stable year-on-year at 31% in 2025 (2024: 32%) as was female representation for the organisation as a whole at 19% in 2025 (2024: 22%).
We maintained our commitment to prioritising the hiring of local talent, with 99% local employees in Nigeria and 100% local employees in Niger (2024: 99% and 100% respectively). In the United Kingdom, our ethnic minority representation was 37% in 2025 (2024: 45%). This compares favourably to the 2021 England and Wales census benchmark for a non-white ethnic background of approximately 18.3%.
Fostering ethical standards
Our culture guides our people to act ethically and to do the right thing at all times. We expect everyone who works for us, including third parties, to uphold these standards. Our ethics and compliance framework comprises documented policies and procedures, internal controls, training and communications programmes, and reporting mechanisms. Together, these are designed to manage compliance risks effectively and ensure adherence to applicable laws and regulatory standards.
Our compliance training programme promotes continued awareness and understanding of ethics and compliance across the business. All employees and contract workers completed our 2025 annual mandatory compliance training programme, covering key risk areas such as bribery and corruption, anti-money laundering, prevention of the facilitation of tax evasion, fraud prevention, data protection regulations and whistleblowing.
We encourage employees, contractors and third parties to report any concerns regarding actual or suspected wrong doing through our “Speak Up” process. Concerns can be raised through line managers, Human Resources or the Compliance function, or anonymously via our confidential and independently managed “Speak Up” channels, which are available 24 hours a day. All concerns are taken seriously and investigated appropriately. We remain committed to embedding a collaborative and proactive approach to ethics and compliance across the business. Our compliance framework supports ethical business operations and underpins our creation of sustainable value.
Our annual reporting metrics
- Number of employees.
- Total amount of training in hours.
- Gender diversity percentages for senior management and the Group as a whole.
- Percentage of local employees.
- Ethnic minority representation.
2025 performance
- At the end of 2025, Savannah employed a total of 278 people1 (2024: 271).
- We provided 19,408 working hours of training (2024: 20,306).
- Senior management gender diversity remained broadly stable at 31% (2024: 32%), as did our female representation across the Group at 19% (2024: 22%).
- We maintained our local content ratios, with 99% local employees in Nigeria and 100% local employees in Niger (2024: 99% and 100%).
- In the UK, our employee ethnic minority representation was 37% (2024: 45%).
2026 objectives
- Further develop our HR Information System to enable managers to make more informed, data-driven decisions while providing employees with improved access to performance, development and organisational information.
- Increase our focus on development and succession planning to strengthen technical, commercial and leadership competencies across the organisation.
- Further enhance communication and training to continue to grow and embed our compliance culture.
- Continue to protect the business through proactive and effective risk management.
Our people framework
In 2025, we continued to strengthen our people framework to support operational excellence and sustainable growth across our portfolio. As the business evolves, we have focused on enhancing and streamlining core HR processes to improve efficiency, governance and consistency. Particular attention has been given to strengthening our onboarding framework, introducing a more structured and comprehensive approach designed to accelerate integration, and ensure clarity of role expectations from day one. This supports workforce readiness and enables employees to contribute effectively within technically and commercially demanding environments.
Learn more about our culture and development
1. This figure includes Savannah employees as at 31 December 2025 in France, Niger, Nigeria and the United Kingdom.
