Base Titanium’s employment system is specifically designed to maximise employment opportunities and project benefits for local communities by giving preference to those residing in the immediate environs of the mine. As a result, close to 70% of employees are from Kwale County and a total of 98% are Kenyan.

Through a ‘fencing system’, established in consultation with project stakeholders including governments and local communities, progressively lower priority is given to those living further away from the mine.

The map below illustrates the application of the “fencing” system in showing the distribution of employees, represented by the 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

Employment practices

Our 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:

Recruitment process

While our policy is to prioritise opportunities for local communities, we also aim to select the best candidate for the job.

We believe in developing our employees and helping them wherever possible to advance their careers. As such, for all vacancies we look internally first. For positions requiring minimal qualifications, we first advertise internally and then in the surrounding communities. Such advertising is done by our community 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 advertised online. Interested candidates must apply through this portal. Candidates for these more specialised positions may be required to take an online or practical assessment and if selected will be required to attend a panel interview.

If you do not find a vacancy that matches your skill set, but possess other skills and are interested in seeking a position, you should register your interest for future roles. Your details will be stored in the database for matching against future vacancies.