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Relocation Africa’s Sustainability Materiality Assessment

Being dedicated to our promise of sustainability, and aware of our impact in the Global Mobility industry, Relocation Africa recently conducted a Sustainability Materiality Assessment.

The process was innovative and research-intensive, but ultimately immensely rewarding.

The objective of the Sustainability Materiality Assessment was to highlight key sustainability concerns and opportunities within Relocation Africa’s operations and value system, for the business to create specific sustainability plans, minimise potential issues, and interact with stakeholders in a way that promotes transparency and trust.

By recognising and ranking sustainability concerns related to its operations and stakeholders, Relocation Africa can improve its sustainable impact, establish trust, meet regulations, and enhance long-term competitiveness in the Global Mobility Industry.

This Sustainability Materiality Assessment serves as a foundational tool for Relocation Africa to navigate sustainability challenges and address the issues that we impact directly or have a direct impact on our business and stakeholders. In doing so accordingly, we hope to drive positive change within the Global Mobility industry. Hence, the Sustainability Materiality Assessment was created as a formal and structured assessment to solve the rising ESG issues in the industry in a manner that is formalised, rational, and impactful, rather than merely answering relevant sustainability-compliance questions in a tick-box fashion.

Conducting sustainability materiality assessments in this manner also ensures that the issues we address or seek to mitigate remains relevant, as we are committed to undergoing this process annually. Each year, we anticipate that our priorities may shift in response to changes in the business environment, stakeholder priorities, and the legislative landscape.

Adopting a continuous improvement mindset and engaging stakeholders are both crucial steps to take in cultivating an innovative and resilient company culture, while simultaneously aligning business practices with ESG principles. We believe that Relocation Africa has the potential to drive significant change in the industry and contribute to a more sustainable and equitable future.

The Methodology

For our data collection process, we utilised an intuitive survey platform, Alchemer, which allowed us to design a customised survey offering a range of question formats, including multiple-choice, open-ended, and drop-down menu lists, enabling us to gather both quantitative and qualitative data.

Alchemer also allowed us the ability to maintain anonymity for all surveys. The anonymity offered to stakeholders encouraged them to provide authentic responses without fear of repercussions, thereby not only promoting transparency and honesty in the data collection process, but also reducing potential biases or social desirability effects.

To ensure a comprehensive spectrum of perspectives and concerns relevant to sustainability were captured, Relocation Africa sent out an anonymous survey link to their self-nominated stakeholders across various stakeholder groups.

These stakeholder groups included board members, employees, shareholders, suppliers, assignees (individuals being relocated), corporate clients, relocation management companies, and other partners such as DSPs, temporary living providers. The selected stakeholders also span across a wide set of geographic regions on the African continent and abroad.

Throughout the data collection period, Relocation Africa actively distributed the survey link to their stakeholders to maximise reach and participation. This approach enhanced the representativeness and validity of the collected data.

By utilising Alchemer to design our surveys and conducting our research across a broad spectrum of stakeholders for the purpose of gathering rich and diverse insights, we can use these results in guiding our strategic decision-making processes towards more sustainable practices.

Results

The feedback from the Sustainability Materiality Assessment Report for Relocation Africa is presented as a local report, focusing on a specific geographical perspective. The results are based on 29 completed responses and include input from all stakeholder categories.

For each issue, Environmental, Social, and Governmental, we asked the respondents to specifically select out of the 14 identified environmental issues the 10 most relevant to them and rank them from 1 – 10 (1 being the most important issue).

ENVIRONMENTAL ISSUES:

The Environmental issues of most importance are:

Energy Usage
Climate Strategy
Green House Gas (GHG) emissions (incl. carbon)

However, the issues with the most respondents are:

Clean Air
Waste Disposal/Recycling
Renewable Energy

SOCIAL ISSUES

The Social issues of most importance are:

Employee Well-Being/ Engagement/ Hiring & Retention
Workplace Health & Safety

Fair Pay/ Living Wages
Diversity, Equity & Inclusion

However, the issues with the most respondents are:

Employee Well-Being/ Engagement/ Hiring & Retention
Workplace Health & Safety
Fair Pay/ Living Wages

GOVERNANCE ISSUES

The Governance issues of most importance are:

Business Ethics / Anti-Bribery/ Corruption
Data Protection & Privacy
Risk Management
Cybersecurity

However, the governance issues with the most respondents are:

Business Ethics / Anti-Bribery/ Corruption
Data Protection & Privacy
Risk Management

The Limitations

Though the Sustainability Materiality Assessment was both a thoughtful and intuitive concept in aims to gain insights across the categories of Environmental, Social, and Governance issues, Relocation Africa acknowledges that there are several limitations to consider, including:

Subjectivity and bias: Assessments depend on the interpretation and judgment of those involved, which can introduce subjectivity and bias. Stakeholders may have varied priorities, values, and perceptions of sustainability, resulting in differing views on what constitutes material sustainability issues for Relocation Africa.

Dynamic nature of sustainability: Sustainability issues and stakeholder expectations change with evolving social, environmental, and economic conditions. A static assessment may not capture emerging risks, opportunities, or shifting stakeholder concerns. Therefore, we recommend conducting this assessment annually to reflect current priorities.

Absence of Randomisation: We recognise that in this survey we did not randomise the answer choices when asking respondents to rank the Environmental, Social and Governance issues, to assist in overcoming order bias. Respondents tend to favour choices at the beginning and end of a list; therefore, it is possible that the respondents’ first few answers selection is based on the need to save time.

Language barriers: This survey was designed in English, which we acknowledge might not be the first language of every stakeholder who participated. Although we were pedantic in using clear and simple language to facilitate comprehension for all respondents, interpretations could differ or be influenced by respondents’ cultural backgrounds and environments, potentially impacting their responses.

Conclusion & Recommendations

The Sustainability Materiality Assessment is a crucial tool for Relocation Africa to navigate sustainability in the Global Mobility industry. As relocation Africa embarks on this journey, it is important to note that the Sustainability Materiality Assessment is not the final destination, but rather it is part of a continuous process of improvement. The assessment provides insights and a roadmap for meaningful action and impact.

Embracing continuous improvement can help Relocation Africa foster innovation, resilience, transparency, and sustainability. This includes implementing initiatives to address sustainability issues and promoting a culture of learning and collaboration.

By monitoring progress and engaging stakeholders, Relocation Africa can drive positive change and align with environmental, social, and governance (ESG) principles. This approach can lead to long-term economic and value creation, shaping a more sustainable and equitable future for the Global Mobility industry and beyond.

Download our Relocation Africa’s Sustainable Development Materiality Assessment 2024

Blog, Sierra Leone

Sierra Leone – Travel Guide

Facts to assist you while travelling to Sierra Leone.

Sierra Leone population

4 million people.

Capital and Largest City

Freetown.

Official Language(s)

English.

Currency

Leone.

Office Hours

08:00 – 16:00.

Weekend

Saturday – Sunday.

Time Zone

UTC.

Calling Code

+232.

Tipping

If a service charge is not included in the bill a tip of 10% is acceptable.

Embassies

Most countries are represented by embassies or consulates located in the capital city.

Government

Julius Maada Wonie Bio is a Sierra Leonean politician, and the current president of Sierra Leone since 4 April 2018.

Climate

The climate of Sierra Leone is tropical. Although it could technically be classified as a tropical monsoon climate, it could also be described as a climate that is transitional between a continually wet tropical rainforest climate and a tropical savanna climate. There are two seasons. The dry season lasts from November to May, and the rainy season lasts from June to October. Average rainfall is highest at the coast, 3000–5000 mm per year, but precipitation decreases as you move further inland.

Transport

The main airport in Sierra Leone is the Lungi International Airport, located in Lungi. The country does not share rail links with adjacent countries. Because of widespread poverty, high petroleum prices and a large portion of the population residing in small communities, walking is often the preferred method of transportation in Sierra Leone. Major ports of Sierra Leone include Bonthe, Freetown, Pepel, and Queen Elizabeth II Quay.

Economy

Sierra Leone’s main industries include diamonds mining, small-scale manufacturing (cigarettes, beverages, textiles, footwear), petroleum refining, and commercial ship repair.

Hospitality

Sierra Leoneans are extremely polite and manner conscious. Locals give lots of attention to one’s neatness of dress and style of presentation, especially in urban areas. Courteous and eloquent greetings are important in their society. Elders are always respected. People in Sierra Leone are also generous, especially towards their guests. A “good” host is always a generous host. It is polite for guests to leave some food on the plate, thanking the host profusely for his or her generosity.

Greetings

Greetings in Sierra Leone vary according to ethnic group. In Krio, Hello is ”Kushe”. In Mende, it is ”Bua”, and in Temne it is ”Seke”.

Money

The Leone is the official currency of Sierra Leone. It is subdivided into 100 cents. The Leone is abbreviated as ‘’Le’’ placed before the amount.

Transportation

People in Sierra Leone drive on the right side of the road. The minimum age for citizens to drive a car is 18. Driving under influence in Sierra Leone is taken seriously, so make sure to abide by the local rules of the road. The maximum allowed speed limit is 70 km/h on urban roads. Children who are younger than 5 years are prohibited to be in the front seat of a moving vehicle.

Safety

Due to the high levels of poverty in Sierra Leone, it is not the safest country to travel to. Visitors face a high risk of pick pocketing and theft. It is best to treat crowded places with caution, and avoid other places entirely, if possible. Nightclubs and bars are typically hotspots for criminals, muggers, pickpockets, and prostitutes. Sierra Leone is home to some of the most beautiful beaches in Africa. Although the seas close to the beach are generally safe for experienced swimmers, there has been a number of reported cases of drowning due to strong currents.

Culture

The two largest ethnic groups residing in the country are the Temne and Mende. Other ethnic communities in the country include the Limba, Kono, Loko, Fullah, Mandingo, and other smaller groups. While English is the country’s official language, the Mende and the Temne are the principal vernacular languages spoken in the south and north of the country. Krio is an English-based Creole language is a first language for only 10% of the population. However, this unique language is understood by nearly the entire population. Most of Sierra Leone’s population is Muslim, with the approximate percentage nearing a whopping 78.6%. They coexist with a smaller group of Christians, who account for about 20.8% of the population.

Shops

Sierra Leone has numerous stores, shopping centres, and malls that are modern like that of those in western countries, especially in its capital city. Therefore, shopping and entertainment should be no hassle. Sierra Leone also has some online shopping options.

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Blog, DE&I

Implementing D,E&I in the Workplace: Relocation Africa’s Journey

What is DE&I?

DE&I is any policy or practice implemented in the workplace to ensure that people from various backgrounds feel welcomed, supported, and able to reach their fullest potential in their respective area of work.

Diversity is the presence, acknowledgement, and celebration of differences within a given setting. Diversity in the workplace can look like having a staff that is diverse in race, ethnicity, gender, sexual orientation, age, physical ability, and socioeconomic class.

Equity is the practice of ensuring that policies, culture, and programs are fair and impartial. The implementation of Equity in the workplace enables all employees to have equal possible outcomes, without discrimination or favouritism.

Inclusion in the workplace allows people to feel a sense of belonging. Having a work environment in which inclusivity is implemented means that every employee feels comfortable, supported, and accepted by the organisation to be their authentic selves.

DE&I is a principle that acknowledges the significance of a diverse and dynamic team and emphasizes inclusivity and employee well-being as central facets of success. To bring those values to life, companies must implement programs and initiatives that actively make their offices more diverse, equitable and inclusive spaces.

Relocation Africa’s DE &I Journey in Recent Years

South Africa, as beautiful as it is, is a country still troubled by the legacy of exclusion and discrimination. The country has progressed and established laws and regulations that assists previously disadvantaged populations and promotes equality in all areas of life. As a proudly South African company, Relocation Africa recognises our responsibility to implement these important practices in our workplace.

Our approach to DE&I is holistic and all encompassing as we recognise the intersectionality of our staff’s identities. We view DE&I not just as compliance focused where we simply tick the necessary boxes and call it a day. Rather, we understand DE&I on a much deeper level and recognise that is a requirement upon businesses that will ultimately impact the society in which we all live and love.

The Covid-19 pandemic left a lasting mark on societies across the world. Affecting people and populations in different ways, businesses too, were left with no choice but to re-assess and become adaptive.

In response to the pandemic, Relocation Africa stayed true to our mission and promise of embracing the unknown. In our Head office in particular, we implemented a monthly wellness check-in, wherein we created a safe space to facilitate some uncomfortable conversations. These monthly wellness check-ins laid the foundations of our DE&I responsibility and allowed for our employees to feel comfortable. It provided them with a sense of belonging and community and gave them the necessary room to be their authentic selves.

At Relocation Africa we recognise that DE&I is a cultural change which takes time, education, and substantial leadership to achieve. We train our internal staff and external consultants on topics such as Unconscious Bias with the objective to unlearn any prejudices we unknowingly held. These workshops provide safe spaces to get comfortable and be honest, without the feeling or fear of judgement. These have led to a deeper cultural sensitivity in the workplace and helps when dealing with our clients from differing cultures.

With D E&I as a priority, our head office also adopted a more flexible working environment and culture for our team. Although covid is now, in 2024, a thought that passes unentertained for many of us, we still maintain this same flexibility. We recognise the differing backgrounds of our staff, many of whom are mothers to young children or live far from the office. To ensure the workplace is pleasant and comfortable for all, we have implemented different working hours and even a hybrid working environment. This way, we ensure that our business practices are not only DE&I adhesive, but also accommodates for all members of our team in a manner that is convenient and comfortable.

Why Should DE&I be Implemented in the Workplace?

The DE&I initiative is crucial to creating a wholesome work culture in which every member feels valued. Diversity in the workplace brings about fresh perspectives, equity allows for all groups of people to equally participate in the workplace, while inclusion is important for retention as it allows employees to feel valued and appreciated. Overall, DE&I helps to improve employee morale, promotes business ethics, and perpetuates creative problem-solving and innovation.

A company’s identity is derived from its culture. A company’s culture affects everything from employee performance to employee retention rates and loyalty.

DE&I is a principle that, if not implemented at every level of the company and every department, is not being properly practiced, and this will inevitably reflect in the company’s culture. When implemented correctly, DE&I induces cohesiveness among employees and a healthy work environment. With a diverse, equal, and valued workforce, it is undeniable that a business increases its chances of success.

Benefits of DE&I in the workplace

Diverse workplaces are more innovative.
DE&I enhances and preserves company culture.
Higher employee retention and lower turnover.
Equity and Inclusion combats workplace burnout.
DEI creates a sense of belonging for all employees.
Inclusion improves business decision-making processes.
Companies are able to reach a more extensive talent pool.
Diverse workplace teams are much more likely to perform better financially.

Relocation Africa takes pride in our efforts that we’ve exerted over the past years to implement DE&I in all areas of business. We acknowledge it not merely as a concept, but recognise it as something for which we must take responsibility. Our journey with D,E&I is one that requires the involvement of all stakeholders, as we continue to learn and grow in this field.

Read more on the humane aspects of how we conduct business in our cornerstone article, What Makes Relocation Africa Different?

For a different perspective, read more on the key takeaways noted by our intern on how we go about Achieving Wellness in the Workplace.

News, Uncategorized