Our People

Recruiting and retaining the best people

Peregrine recognises the wealth of knowledge and competence of all employees within the Group. Employees are core to the Group’s success and sustainability.

Corporate knowledge, in-depth insight and exceptional internal relations are obtained through tenure. The average tenure within the Group is 7.5 years. Longstanding relationships as well as acquired competence are of benefit not only to the Group but also towards building strong client relations.

Personal development and growth is an imperative driven by management and supported by budgetary allocation for skills development.

Within the Group, 33% of all employees have been part of the Peregrine Group for more than 10 years. This reflects the Group’s ability to retain employees. The contributing factors towards employee tenure include, but are not limited to:

  • • the Group’s owner managed, entrepreneurial and innovative culture;
  • • consistent development of strong, talented and hardworking teams;
  • • the Group’s commitment to staff development;
  • • development of an environment conducive to optimal performance and internal relations;
  • • competitive remuneration and incentives;
  • • benefits that appeal to employees’ needs; and
  • • a business model that promotes a culture of ownership that transcends top management.

Long-term employment supports the development of corporate culture and value system.

The exceptional caliber of employees and the Group’s ability to retain and attract highly skilled and competent individuals is reflected in the summary of qualifications below.

The Group has a range of age group representation and recognises generational challenges since employees have different developmental needs, drivers, motivational factors and different challenges in each phase of life. Where possible, strategies are implemented to attract and retain employees from all generational categories in order to maintain diversity and retain institutional knowledge. This allows generational sharing and for the Group to develop the future generation or leaders within the Group.

Management engages with all employees on a continuous basis to stay abreast of any specific needs in order to create a sense of inter-relatedness.

The Group recognises that employees are not one-dimensional and fulfil many roles simultaneously. A holistic approach to employee wellness and life cycles are implemented with various factors such as flexible working hours; extended maternity leave, and working from home is applied where possible and applicable.

Qualifications (as at 31 March 2017):

Looking after the health and safety of our people

The Group is committed to a safe, healthy and hygienic working environment in compliance with the Occupational Health and Safety Act, 1993 (No. 85 of 1993). Peregrine has a formal Safety, Health and Environment (SHE) Policy. This policy is revised from time to time to ensure that all legislative changes are taken into consideration. The policy outlines the SHE responsibilities of the Group and it requires the appointment of business specific representatives, as well as a Group Health and Safety Committee. Accordingly, each building has an appointed SHE officer/s.

The Policy also sets out procedures for first aid, emergency evacuation and exposure to environmental health risks. Officers regularly inspect the building, first aid kits, emergency exits, and fire extinguishers, etc. to ensure a safe working environment.


Peregrine holds annual Health Days in regional offices, primarily focusing on screening for diabetes, hypertension, cholesterol and HIV/AIDS. Employees identified as requiring treatment receive on-going support.

Peregrine acknowledges the seriousness of HIV/AIDS and is committed to creating a supportive and non- discriminatory working environment. A formal HIV/AIDS policy is in place, which is reviewed from time to time to accommodate any relevant changes. Annual awareness campaigns are offered to the Group. The Group’s annual Health Day includes voluntary testing and free counselling and employees are encouraged to take part in ‘know your status’ testing. HIV/AIDS status is treated as highly confidential and the Group is committed to assisting individuals who have been diagnosed.

Drug and alcohol dependency is addressed within the policy which stipulates the procedure to address such dependencies.

During the year the following formal SHE training of SHE representatives took place:

• first aid;
• fire;
• general awareness; and
• emergency evacuations.

Consistent training and awareness is an annual requirement. SHE audits are conducted annually utilising checklists to identify hazards and non-compliance.


The impact of HIV/AIDS is fortunately extremely limited within the Group and the right of the individual to privacy is a top priority. Counselling and emotional support is handled discreetly and in most situations it is only HR who are privy to this. The Group promotes a culture of acceptance and support to prevent discrimination amongst employees.

In addition, the premises in Sandton include a fully equipped and a well utilised gymnasium and the Cape Town office provides cyclist facilities to encourage occupants to cycle to and from work.