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ABF Sugar recognises its responsibility to foster safe, inclusive and fulfilling workplaces for its diverse workforce.
British Sugar colleagues at the Wissington sugar factory, UK.
At ABF Sugar, caring for people is a core value guiding all of its businesses. Its Chief Executive leads a comprehensive programme of work designed to ensure that everyone returns home safe, every day, everywhere.
ABF Sugar is strengthening its safety culture through a structured roadmap of initiatives integrated into the responsibilities of line managers and leaders, and supported by dedicated safety experts. ABF Sugar continues to invest in leadership development, infrastructure and key safety initiatives that reinforce collaboration, accountability, and transparent communication across all levels.
In 2025, a health and safety specialist delivered advanced training to all senior leadership teams across all businesses, equipping them with the tools and knowledge to embed a robust and consistent safety culture throughout the division. We are deeply saddened to report two contractor fatalities in 2025. In Tanzania, a contractor haulage driver succumbed to injuries after a road traffic accident while transporting our sugar to customers. In Zambia, a contractor was fatally injured by a tyre assembly while inflating the unit. Following these events, the priority has been to provide support to their families.
An in-depth investigation was also undertaken to identify the root causes of these incidences and apply corrective actions. The outcomes of the investigations were shared across ABF Sugar businesses and actions relating to contractor management, supervision and change management were assigned where appropriate and are being tracked to completion.
In 2025, the number of employee on-site Lost Time Injuries (LTI) increased from 57 in 2024 to 66, resulting in an employee on-site LTI rate of 0.21%. The number of contractors on-site LTI decreased from 33 in 2024 to 30.
As safety is one of ABF Sugar’s most material issues and a number one strategic priority, the overall safety performance in 2025 was very disappointing.
All ABF Sugar businesses are dedicated to providing a safe place to work and to creating a culture of zero compromise towards safety.
In 2025, ABF Sugar focused on empowering people by implementing various programmes tailored to its businesses’ needs such as the Personal Choices programme, Ways of Working programmes and Safety Leadership programmes at site level.
| 2021 | 2022 | 2023 | 2024 | 2025 | |
|---|---|---|---|---|---|
| Employees | 39 | 44 | 45 | 57 | 66 |
| Employee rate | 0.13% | 0.14% | 0.16% | 0.21% | 0.21% |
Illovo Sugar South Africa’s Sezela operations are developing a positive safety culture through safety-focused employee engagement initiatives. The Vula Mehlo (meaning ‘open your eyes’) initiative, launched in October 2024, introduced daily, safety-focused, non-hierarchical meetings that encourage open dialogue and shared ownership of safety across all levels of employees and contractors. Within the first six months, the initiative has resulted in increased near-miss reporting and increased participation, with employees and contractors demonstrating greater ownership and accountability for safety performance.
Azucarera in Spain developed a Health and Safety Competency Management Model, transitioning from traditional job specifications to competence-based management. A safety competence matrix was created to identify the technical and soft skills necessary for each role. This successful approach is now being adapted by other ABF Sugar businesses.
The Personal Choices Initiative encourages individuals to reflect on how they assess and respond to risk, exploring the subconscious factors that influence decision-making such as habits, time pressures and the disconnect between mind and body. Programmes have been adopted by British Sugar, Illovo Sugar Malawi, Zambia Sugar and Illovo Sugar South Africa, each tailoring the approach to resonate within their unique cultural settings.
British Sugar’s Personal Choices programme has been rolled out at all sites. Early results show an improvement in both language and behaviour across all employees, a reduction in all types of injuries, and an increase in near-miss reporting.
Zambia Sugar launched its Behavioural Safety Programme, branded Busongo (meaning ‘wisdom’), at its Nakambala site in October 2024. The programme encourages employees to reflect on their daily decisions, empowering them to adopt safer behaviours. As part of the initiative, employee workshops were held and theatre performance was used to demonstrate how personal choices influence behaviour. These performances were made accessible to deaf employees through the use of sign language interpretation. In support of the programme, 251 supervisors across all departments participated in workshops on personal choice and behavioural coaching.
At Illovo Sugar Malawi, a safety leadership training programme is underway, involving the leadership teams at all sites. The programme aims to develop leadership skills and enhance the safety culture within the organisation. It offers interactive group sessions and individual coaching to help leaders understand and apply key concepts, including cultural maturity, personal purpose and coaching techniques. The programme consists of six modules delivered over six months, and participants work together between modules.
ABF Sugar businesses prioritise employee wellbeing, implementing programmes designed to promote physical, emotional, mental, social and financial wellbeing.
At its sugar businesses in Africa, new employee wellbeing committees were established in 2024 as part of the new operating model of the businesses’ medical services, which deliver primary health care and occupational health services to support colleagues and their families across all estates. This model aims to improve the medical services’ capability to provide risk-based medical surveillance. The businesses proactively screen employees for workplace risks they may be exposed to, supporting the objective of achieving safety through preventive measures rather than a more reactive approach.
During 2025, the sugar businesses in Africa recorded a total of over 55,000 visits to its medical facilities for occupational health services, including pre-employment, periodic, and exit medical examinations, lung function tests, hearing tests, biological monitoring, and vision screening. All new employees at ABF Sugar’s African businesses are required to undergo an occupational health evaluation to assess their fitness to work in their specific work environments. These occupational health services are also provided to contractors working on African sugar sites.
ABF Sugar’s African operations support women’s health through outreach clinics that provide regular cervical cancer screenings and prenatal care to remote communities, as well as partnerships with local NGOs to expand maternal and reproductive health services, including family planning. Within workplaces and surrounding areas, peer educator programmes are equipping women to serve as health champions and over 30 have been trained at Ubombo Sugar in Eswatini. Awareness and screening initiatives also target early detection of breast and cervical cancer. Women are taught how to perform breast self-examinations, complemented by clinical breast exams at healthcare facilities to ensure timely referrals and broader access to care.
Malaria control remains a public health issue in Africa. ABF Sugar’s African estates implement comprehensive prevention programmes, including health education and community outreach, distribution of insecticide-treated mosquito nets to vulnerable groups and Indoor Residual Spraying (IRS) in both staff and community housing. The aim is to significantly reduce malaria incidence. Zero or negligible cases are now recorded across our estates in Zambia, Eswatini and Tanzania. These efforts mark a major milestone in protecting the health of our employees, their families and the surrounding communities.
The British Sugar team has implemented several holistic wellbeing initiatives to support both office-based and site-based employees. Access to dedicated quiet rooms and wellbeing gardens are either in place or being developed across our sites. Additionally, CPR training is continuing to equip staff with the skills and confidence to intervene in life-saving situations. Financial support and advice is also available through an independent advisor to help employees manage their finances more effectively.
ABF Sugar’s mental health medical services across its five African countries of operation recognise the diverse working environments in which employees operate, from agricultural fields and factories to administrative offices. In response, each business implements tailored mental health initiatives that prioritise employee wellbeing and reflect the specific needs of their workforce.
Since the 2023 launch of ABF Sugar’s mental health portfolio, it has seen a 30% increase in referrals, including self-referrals, peer referrals and those initiated by supervisors, reflecting a growing awareness and trust in the support systems available. The outcome of this work in 2025 indicates that there is increased awareness of mental health, with the medical teams identifying needs earlier and giving assistance in a more timely manner to support its employees.
At British Sugar, awareness around mental health and the support available to individuals has increased over 2025. This has been driven by colleagues across the business sharing their own support mechanisms, strategies or ideas during periods of national awareness such as Mental Health Awareness Week and World Mental Health Day, alongside reminders about the team of trained mental health first aiders at each site, and the Employee Assistance Programme and BUPA services available for all employees to access.
In 2025, Azucarera introduced a wellbeing platform at its head office, offering employees access to a range of programmes focused on mental health and overall wellness. These include resources on stress management, mindfulness and improving sleep quality. The subsidy programme also supports employees by covering expenses related to medical consultations and mental health treatments.
Our sugar businesses in Africa have sugar estates situated in rural and remote areas, creating a need to provide accommodation for many employees and their families. Each relevant business has a comprehensive plan to continuously invest in its accommodation infrastructure.
In 2024, ABF Sugar began a review of the housing and living conditions across its sugar estates in Zambia, Malawi, Eswatini, South Africa and Tanzania. The findings of this review formed the basis for its new ABF Sugar Housing and Living Standards Programme, which began implementation in 2024.
The programme aims to enhance decent and safe living conditions for those living on the estates. Each relevant country team has developed an updated set of minimum standards informed by the ILO Recommendation No.115 on Workers’ Housing and other internationally recognised best practices. These standards cover various aspects, including occupancy level, number of rooms per household and provision of amenities such as washing and cooking facilities.
Employee housing on the Ubombo Sugar Estate in Eswatini
The programme is divided into three streams of work:
| 2021 | 2022 | 2023 | 2024 | 2025 | |
|---|---|---|---|---|---|
| Employees | 31960 | 34664 | 30975 | 28679 | 27924 |
| Percentage of Women | 18% | 22% | 20% | 21% | 20% |
ABF Sugar believes that diversity, equity and inclusion positively impact business performance, innovation, talent attraction and retention and employee wellbeing. The business aims to ensure that it reflects the markets in which it operates and creates an inclusive environment where employees feel a sense of belonging.
In 2025, the Spanish Government awarded Azucarera the 'Igualdad en la Empresa' (Equality in Business) distinction. This accolade recognises companies that create fair and inclusive workplaces and highlights Azucarera's ongoing commitment to gender equality. Central to this achievement is a comprehensive Equality Plan, which outlines 46 strategic actions across 12 focus areas, including work-life balance, combatting gender-based violence, prevention of sexual harassment and discrimination, and promotion of occupational health and safety. These efforts have contributed to women holding 75% of management roles. Azucarera also promotes inclusion through its annual Diversity Week, engaging employees and external stakeholders in gender equality initiatives.
In 2025, Azucarera renewed its commitment to the 'Fundación para la Diversidad' (Diversity Charter), reaffirming its dedication to fostering a diverse, equitable and inclusive workplace. The business joined the Diversity Charter in 2022. The ‘Fundación Diversidad Seal’ is awarded to businesses and institutions that demonstrate an active commitment to diversity, equality and inclusion in their culture and business practices.
Illovo Sugar Malawi established a Women in Leadership Forum designed to support the attraction, retention and advancement of women across the business. Since 2023, the forum has engaged close to 4,500 employees and students, the vast majority being women. As part of its outreach, the programme also connected with female students through STEM-focused initiatives, helping to inspire the next generation of women leaders.
Illovo Sugar South Africa advanced its DEI agenda through awareness workshops, a zero-tolerance harassment policy and the launch of The Women’s Circle, a support platform for women in the workplace. Additionally, a learning programme for individuals with disabilities is being implemented across the Illovo Sugar South Africa business, combining classroom learning with practical experience to foster workplace inclusion.
At British Sugar, inclusion and diversity remained a key focus in 2025. Spotlight Inclusion Events were held across sites, addressing topics such as visible and hidden disabilities, menopause, prostate cancer, driving awareness and engagement. The Conscious Inclusion e-learning module was completed by over 95% of employees in 2025, reinforcing a culture of awareness and respect.
ABF Sugar is dedicated to developing the skills and capabilities of its people, supporting career progression through targeted learning, mobility and leadership development initiatives.
To promote capability-building, cultural exchange and internal mobility, 71 cross-business exchanges were active in 2025 across the division. Since 2020, the Lumina programme, a tool bringing high performing teams together, has engaged over a thousand leaders across almost 100 teams in workshops focused on self-awareness, trust-building and collaboration. The programme aims to increase self-awareness and build trust and collaboration, enhancing team performance and emotional agility. Nearly 400 employees have also completed Career Conversation Masterclasses, equipping them to lead effective development discussions and support succession planning.
Each business tailors its approach to reflect regional needs. In Africa, over 300 frontline leaders have completed the Leadership Fundamentals Programme, while almost 200 senior managers have participated in executive development courses through the Toyota Wessels Institute for Manufacturing Studies. At Ubombo Sugar, over 300 employees have taken part in leadership coffee sessions, informal forums that promote openness, inclusivity and continuous improvement.
In 2025, Azucarera launched its engagement survey across the business. Also in 2025, 40 employees from across all areas and sites have participated in Azucarera’s talent programmes, and 40 managers have received training in career conversations to support people development within their teams.
At British Sugar, a network of communication champions ensures consistent engagement across sites, supported by regular briefings and a 2025 communications survey which was complemented by focus groups to gather qualitative insights and improve internal dialogue.
British Sugar is continuing to invest in its employees by launching the First Line Leader Programme, designed for those stepping into or aspiring to achieve line leader roles, targeting critical role succession and first-line leadership capability.
* Numbers prior to 2025 have been restated to reflect the disposal of AB Sugar China, disposed of in 2024. The adjustment ensures comparability and accuracy in reporting the groups continuing operations.
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ABF Sugar’s health and wellbeing agenda is constantly evolving to address the real needs of employees, their families and the communities where it operates. It is committed to building resilient and thriving communities by implementing effective, context-specific healthcare solutions throughout Africa.
At Illovo Sugar Malawi’s Dwangwa Estate, a transformative project is underway to upgrade the existing clinic into a fully equipped, 40-bed hospital. The new facility, part of a major capital investment valued at over £3 million, will feature an operating theatre and maternity services and will serve as the referral centre for 10 government clinics in the district. The aim is to have the facility completed by June 2026. Once complete, it will become a vital lifeline during medical emergencies and natural disasters. This investment builds on our long-standing efforts to combat communicable diseases. The new hospital will expand access and amplify ABF Sugar’s impact where it matters most.
In Zambia, the Chuula Clinic, a key medical facility situated on the edge of the Nakambala estate, has undergone a significant upgrade to better serve estate-based employees and their families. The renovated clinic now offers a comprehensive suite of services, including primary healthcare, maternal and child health services, and HIV/AIDS prevention and treatment programmes.
An employee at Illovo Sugar Malawi's Nchalo estate has his blood pressure tested at the main factory clinic
In 2025, British Sugar received six prestigious Roya Society for the Prevention of Accidents (RoSPA) Gold Awards, showcasing the business's outstanding commitment to health and safety excellence. The Bury Pre-Silo site, and Cantley and Newark sites retained their Gold status, while Wissington site improved from Silver to Gold. Additionally, both the Bury Customer Supply and Riverside sites achieved Gold on their first attempt.
Representatives from British Sugar sites and the Safety and Health team at the RoSPA Awards, UK
In September 2024, British Sugar welcomed 24 apprentices in roles ranging from agriculture, design, mechanical and electrical engineering, through to IT and commercial roles. Five new career pathways were introduced, with apprenticeships lasting between 18 and 48 months. From September 2025, there is a new career pathway entry in control engineering.
Over 80% of apprentices still work within the business after 10 years. ABF Sugar is committed to developing the next generation of talent and welcomes applicants from all backgrounds.
A British Sugar process team, two members of which are former apprentices, Wissington, UK
