Base Titanium’s employment system is a key component of its overall philosophy designed to deliver on commitments to maximise employment opportunities and project benefits to local communities.
Working with the company provides an excellent opportunity to develop skills in a world-class mining operation.
Our Employment Policy, together with our workplace systems, sets out the culture, framework and guidelines that govern our employment practices.
We are committed to maximising benefits to local communities by giving preference to project affected applicants and those residing in the immediate environs of the mine and assigning progressively lower priorities to those living further away.
The recruitment procedure is designed to be consistent and transparent in order to provide equity and build trust with the community, but without compromising on the need to meet job requirements. The purpose is to guide the recruitment process and provide a benchmark against which compliance can be measured.
The system complies with Kenyan employment legislation as well as the following international standards and guidelines:
- The Equator Principles.
- International Finance Corporation Performance Standards.
- The World Bank Group Environmental, Health and Safety Guidelines.
- International Labour Organisation standards as ratified by the Government of Kenya.
During the construction phase, over 1,300 employees were drawn from local communities by contractors who were required to recruit through Base Titanium’s database created under its Labour Recruitment and Influx Management Plan.
Currently, in the operational phase, over 900 people are employed, both directly by Base Titanium and by outsourced service providers. In line with prioritising recruitment from project affected and local communities, 65% of all employees are now sourced from Kwale County.
The map below illustrates the application of the "fencing" system in showing the distribution of employees, represented by the coloured dots, sourced from Kwale County in accordance with the following fence definitions in descending order of priority from Fence 1 to 7:
- Fence 1 – persons directly affected by and relocated from the Special Mining Lease (“SML”)
- Fence 2 – villages immediately surrounding the SML, residents of the host resettlement site and the area immediately neighbouring the Likoni port facility
- Fence 3 – locations surrounding the SML and Likoni port facility not included in Fence 2
- Fence 4 – the remainder of Kwale County
- Fence 5 – the remainder of the Kenya coast
- Fence 6 – the remainder of Kenya
- Fence 7 – international
The design of fencing system was determined in consultation with project stakeholders.
All vacancies are advertised. While our policy is to prioritise opportunities for local communities, we also aim to select the best candidate for the job. For positions requiring minimal qualifications, we first advertise internally and in the surrounding communities. Such advertising is done by our community sensitisation team and through liaison committees, social media and the chiefs’ offices at Kinondo and Mivumoni.
Where a position requires specialised skills or formal qualifications and cannot be filled locally, the vacancy is adverted online (See job vacancy listing and apply) and interested candidates must apply through this online portal.
If you do not find a vacancy that matches your skill set, but possess other skills and are interested in seeking a position, you may register your interest by creating your personal profile through the same portal, which will be stored in the database for matching against future vacancies.