Ruwacon is committed to the development of its people. Considering the current skills shortage in South Africa, we are pursuing meaningful training initiatives that offer our people the opportunity to empower themselves. Our efforts are predominantly based on our in-house bursary scheme for previously disadvantaged pursuing their studies in construction management, quantity surveying and civil engineering. Furthermore, we offer in-service training for building and engineering students who wish to complete their experiential training year. Our in-house mentorship opportunities further complement our bursary and work integrated learning scheme offering graduates and junior staff members the opportunity to learn first-hand from our experienced and qualified senior staff.
Training programs such as EPWP are also pursued in an effort to contribute to the upliftment and empowerment of the respective communities in which Ruwacon operates. As part of our bursary scheme, Ruwacon provides full funding for previously disadvantaged individuals completing occupational construction courses at the National Institute for the Deaf in Worcester. Despite their hearing disability, four students who completed their courses have already joined Ruwacon’s workforce.
Further to these initiatives, Ruwacon continues to aid development and education initiatives within the communities in which we operate in order to facilitate sustainable access to the economy for these beneficiaries.
Ruwacon supports Enterprise Development through the implementation of a formal Supplier Development Program. The objective of this program is to assist each developing contractor in reaching independence and sustainability by addressing areas of development as identified in the BEE Codes of Good Practice.
A needs analysis of each beneficiary is done to determine exactly where the needs for development in the organisation might be. This analysis is done on various functional areas of the organisation including finances and administration, legal compliancy, tendering, purchasing, cost control, programming, technical skills as well as labour and general management skills.
After the needs analysis is completed, a business development plan is compiled based on the needs as identified in the analysis. This program includes skills transfer and mentoring on different hierarchical levels of the organisation in order to ensure skills sustainability throughout the enterprise.
Ruwacon follows the guidelines as stipulated in the relevant BBBEE legislation in an effort to achieve the Preferential Procurement targets as stipulated in the BEE Codes of Good Practice.
Ruwacon (Pty) Ltd acknowledges a moral, legal and financial responsibility for the safeguarding and wellbeing of all persons who may in any way be affected by the activities of our business. Thus we are committed to conduct our daily operations in a manner that does not compromise the safety and health of any of our stakeholders. To further ensure that no detrimental impacts are posed on the environment and our surrounding areas, in producing an excellent quality product, Ruwacon have a proper S.H.E management system based on OHSAS 18001 in place to ensure participation, consultation and continual improvement.