Our people


RBPlat, as a community mining organisation is extremely focused on our people, on their safety and wellbeing.

We have a workforce of 11 024 people. It is our duty and our desire to ensure that every one of these employees - our human resources - are supported by the policies, procedures and humanity that makes RBPlat a great and safe place to work.


The construction of our employee home ownership scheme in the secure Waterkloof Hills estate, close to Rustenburg's Waterkloof Mall, met both our commitments in terms of the Mining Charter and our wage agreement. Most importantly, it allowed us to offer our enrolled employees the opportunity to own a substantial asset, which is expected to appreciate over time, and created a lasting legacy of sustainable benefits for our employees. Designed as a town, Waterkloof Hills Estate is equipped with its own infrastructure, including reliable electricity, running water and adequate sanitation facilities.

By 2021 more than 5 000 people were living in the estate. By 2019 the number of children living in the estate justified the construction of a primary and secondary school within the estate. We were able to partner with the North West Department of Education and RBPlat began work on the requisite civil works in the latter part of 2020 and construction of the school buildings began in 2021. The project team was made up of representatives from both the North West Department of Education and RBPlat who worked closely together to ensure the schools would be ready to receive learners in 2022. 378 learners have enrolled in the primary school and 368 learners have enrolled in the secondary school. These schools will ultimately accommodate 2 000 learners both from our estate and the neighbouring suburbs. 95% of the learners are the children of RBPlat employees who own homes in Waterkloof Hills Estate.

For more information on our employee housing project please visit https://waterkloofhillsestate.co.za/


We are committed to operating safely and believe all fatalities, occupational diseases and injuries at work are preventable.

Safety management

Mitigating risk is at the heart of our safety management approach and every employee has the right to stop unsafe work. We seek to achieve this through our safety first philosophy, which is based on achieving zero harm to our employees through effective monitoring, prevention and management of safety and occupational health risks. The four pillars of our safety strategy: leadership, design, systems and behaviour, stand on a foundation of teamwork, discipline, and our safety code of conduct.

Our risk-based approach to safety focuses on strengthening our safety leadership, addressing risk taking behaviour, gaining a better understanding of what can make our workplace safer and employing technology to gather, analyse and use safety inspection data to avoid safety incidents.

Safety governance

Ultimate responsibility rests with our Board, its subcommittees and every enrolled employee and contractor working at our operations. The Board’s Social and Ethics Committee is mandated to oversee and monitor safety performance against agreed targets every quarter. Operational accountability lies with the Chief Operating Officer. There are health and safety committees at each operational area on which both employees and management are represented. All our operations are ISO 45001:2018 certified.


Our first priority in the workplace is to protect our people. We work to improve their health and well-being. Managing risks to the health of our people is essential for their long-term well-being.

We assess, monitor and control health risks to prevent occupational diseases among our workforce and where possible extend our efforts to our communities. The Covid-19 pandemic resulted in an increased focus on health, both physical and mental health.

RBPlat applies simple, consistent and non-negotiable health and safety standards across our organisation to prevent occupation-related illnesses. We comply with the requirements of the Mine Health and Safety Act in terms of medical surveillance, injury and occupational disease reporting.

Platmed are our health and wellness service providers for occupation-related medical surveillance and emergency care and Platinum Health for wellness and non-work related medical conditions for both our employees and volume contract workers, most of whom are also members of Platinum Health Medical Aid. Platinum Health provides our workplace wellness programme, which includes disease prevention, diagnosis, treatment management, rehabilitation and TB and HIV/Aids management. RBPlat’s efforts to reduce and prevent HIV/Aids and TB include our alignment with South Africa’s Department of Health aim to achieve the UNAIDS treatment targets of 90-90-90 by 2020 , i.e. 90% of all people living with HIV will know their HIV status); 90% of all people diagnosed with HIV will receive sustained antiretroviral therapy; and 90% of all people receiving antiretroviral therapy will have viral suppression. RBPlat has met all these targets.

Health and wellness governance

The Social and Ethics Committee is accountable to the Board for the oversight and monitoring of the occupational health and wellness of our workforce against agreed targets and for our compliance with the Mine Health and Safety Act, 29 of 1996 (MHSA).

Our Occupational Hygienist is responsible for ensuring compliance with standards and the monitoring and auditing of this compliance. Line management is responsible for implementing these standards

Our Wellness Coordinator and occupational medical practitioner are responsible for ensuring we deliver on our commitment to provide our communities with health support in addition to that provide by the state.


RBPlat’s commitment to creating a diverse and equitable workforce is reflected in the progress we have made towards social and economic inclusion. Our transformation strategy’s targets are designed to meet and exceed the Mining Charter III equity targets. The steps we are taking to achieve this include a major focus on providing education opportunities for young historically disadvantaged (HD) South Africans, developing the black talent that is part of our workforce and introducing new black talent into our workforce. Succession planning ensures we build a pipeline of skills that ensures we have the necessary skills available when required. Our planning also includes addressing our strategy to increase the number of women in leadership positions and achieving our diversity and inclusion targets.

Our employment policies ensure that we provide a workplace based on:

  • mutual respect
  • fairness
  • integrity
  • non-discrimination
  • equal opportunity at all levels
  • open and two-way engagement with our employees and their families.

It is also our policy to consult extensively with all parties including management, employees and the trade union.


The purpose of our investment in the training and development of our employees and the communities in which we operate is not only to ensure that we have the skills we require today, but that we also build a talent pool for the future. Technology is rapidly altering the ways we interact and work and opening up new opportunities. Young people therefore need to develop digital fluency, science, technology, engineering and mathematics skills from an early age if they are to be equipped to make use of these opportunities. This is the purpose driving our investment in the education learning and development of our employees and the young people from the communities in which we operate.

We provide:

  • legal and mandatory training for our employees and contractors
  • leadership and management development programmes, which include leadership training for community leaders
  • career progress programmes, which are an essential element of our talent planning
  • a graduate and internship programme
  • a women in leadership programme
  • study assistance for our employees
  • education support for community learners
  • portable skills training for community members
  • social and labour plan (SLP) training and development, which includes adult education and training (AET) for our employees, contractors and members of the community
  • an external skills development bursary programme.


To meet our commitment to being a responsible corporate citizen we have also incorporated the UN Global Compact (UNGC) Principles 1, 2, 3 an 5 into our human resource strategy, policies and plans (www.unglobalcompact.org/what-is-gc/mission/principles)

We also uphold the United Nations’ (UN) Declaration of Human Rights and the Internal Labour Organisation’s Declaration on Fundamental Principles and Rights at Work, which form part of our commitments as a signatory to the UNGC.

In line with our commitment to Principle 4 of the UNGC, we uphold our employees’ right to freedom of association and the effective recognition of the right to collective bargaining.


An important part of our contribution to decent work and economic growth in our communities is our ability to offer employment in our operations to members of these communities. Our investment in the education, learning and development of community members plays an important part in equipping them for employment.