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UNEARTHING OUR FUTURE
The people we look for at Debswana portray the same qualities as a diamond – they are unique, multifaceted and brilliant.
Debswana is the largest private sector employer in Botswana, with over 5 000 employees and about 5 000 contractors.
Debswana's four mines have contributed significantly to the economic growth of Botswana, as well as producing revenues responsible for lifting the country from one of Africa's least developed to an international development success story.
Apart from the status of working for a leader in its industry, Debswana employees know that their contribution also impacts on building the nation.
The variety of opportunities for a rewarding and exciting career contributes to the high level of commitment found throughout our business and has helped us become the world’s leading diamond mining company.
Our continued leadership depends on adapting to the changing nature of mining and employing the right people for the sustainability of our company.
Our Values keep us focused on purpose
Values underpin our business. But talking about them is one thing – living them is another. Discover why some values resonate more with some employees than others.
We have six values – Put Safety First, Be Passionate, Pull Together, Build Trust, Show we care, and Shape the Future. They remain the values we live by.
These values keep us focused on our purpose: to turn diamond dreams into lasting reality. It is this purpose that drives us to achieve our vision of unlocking the value of our leadership position in diamond mining.
Diamond People
Our company is a reflection of our employees’ creativity, inspiration and expertise – and their passion to succeed. A few inspired employees share what motivates them.
My Brilliant Career – The Power of Mentorship
Those who work for us are encouraged to acquire skills they need to advance our business and make a positive difference to their lives and their communities.
Our approach to supporting the development of our people is flexible: combining formal training, on-the-job learning, mentoring, coaching and leadership development programmes.
Equal but Different – Nothing Should Stand in the Way of Human Potential
We know that improving prospects for women and girls advances an entire society and organisation, as everyone benefits from the increased diversity of experience, skills and insight that a greater representation of women delivers. Recognising the role that diamonds can play in women’s lives, at Debswana, we, through the broader De Beers Group, are committed to supporting women and girls around the world. We know that more than 90 per cent of the world’s diamonds are acquired by or for female consumers. In 2017, De Beers established a multi-million dollar partnership with UN Women focused on driving gender equality in its producer countries, its business and through its brand’s marketing campaigns. In producer countries like Botswana, the Group is supporting economic and education prospects for women, as we know that women reinvest the money they make in their communities, accelerating economic development. In Botswana we are supporting female micro-entrepreneurs as they develop their businesses. In Debswana we are focused on achieving parity in the appointment of men and women into senior roles so we can change the profile of our leadership and benefit from the greater diversity of thought, skills and experience that having greater female representation will provide. We are still early in our journey, but have already seen the appointment rate of senior women progressing well since the programme began.
Your dream job does not exist. You must create it
Interesting links, articles and tips on how you can improve your skills and career prospects.
You know how to write a resume and ask for a promotion. These talks go beyond the basics, offering insightful advice on how to think about our work lives.
You’re doing everything right at work, taking all the right advice, but you’re just not moving up. Why? Susan Colantuono shares a simple, surprising piece of advice you might not have heard before quite so plainly. This talk, while aimed at an audience of women, has universal takeaways — for men and women, new grads and midcareer workers.
What makes work satisfying? Apart from a paycheck, there are intangible values that, Barry Schwartz suggests, our current way of thinking about work simply ignores. It’s time to stop thinking of workers as cogs on a wheel.
You’re doing everything right at work, taking all the right advice, but you’re just not moving up. Why? Susan Colantuono shares a simple, surprising piece of advice you might not have heard before quite so plainly. This talk, while aimed at an audience of women, has universal takeaways — for men and women, new grads and midcareer workers.
Simon Sinek has a simple but powerful model for inspirational leadership — starting with a golden circle and the question “Why?”. His examples include Apple, Martin Luther King, and the Wright brothers …
We believe we should work hard in order to be happy, but could we be thinking about things backwards? In this fast-moving and very funny talk, psychologist Shawn Achor argues that, actually, happiness inspires us to be more productive.
Body language affects how others see us, but it may also change how we see ourselves. Social psychologist Amy Cuddy argues that “power posing” — standing in a posture of confidence, even when we don’t feel confident — can boost feelings of confidence, and might have an impact on our chances for success.
In this funny and blunt talk, Larry Smith pulls no punches when he calls out the absurd excuses people invent when they fail to pursue their passions.
The subject of race can be very touchy. As finance executive Mellody Hobson says, it’s a “conversational third rail.” But, she says, that’s exactly why we need to start talking about it. In this engaging, persuasive talk, Hobson makes the case that speaking openly about race — and particularly about diversity in hiring — makes for better businesses and a better society.
Most people instinctively avoid conflict, but as Margaret Heffernan shows us, good disagreement is central to progress. She illustrates (sometimes counterintuitively) how the best partners aren’t echo chambers — and how great research teams, relationships and businesses allow people to deeply disagree.
At her first museum job, art historian Sarah Lewis noticed something important about an artist she was studying: Not every artwork was a total masterpiece. She asks us to consider the role of the almost failure, the near win, in our own lives. In our pursuit of success and mastery, is it actually our near wins that push us forward?
Leaving a high-flying job in consulting, Angela Lee Duckworth took a job teaching math to seventh graders in a New York public school. She quickly realized that IQ wasn’t the only thing separating the successful students from those who struggled. Here, she explains her theory of “grit” as a predictor of success.
Every seven years, designer Stefan Sagmeister closes his New York studio for a yearlong sabbatical to rejuvenate and refresh their creative outlook. He explains the often overlooked value of time off and shows the innovative projects inspired by his time in Bali.
All of us want to invent that game-changing product, launch that successful company, write that best-selling book. And yet so few of us actually do it. TED Fellow and Brazilian entrepreneur Bel Pesce breaks down five easy-to-believe myths that ensure your dream projects will never come to fruition.
All managerial open vacancies which fall under Group Projects & Technical Services at Debswana are listed in the Job Search section of our careers website.
All other vacancies are advertised in the local Botswana newspapers as and when vacancies become available.
OUR RECRUITMENT PROCESS COMPRISES OF 10 SUB PROCESSES, DEPICTED BELOW:
The recruitment cycle commences following submission of a request to recruit by Line Management. Upon ensuring that all recruitment pre-requisites have been met, the vacant position will be advertised and upon receipt of applications, the HR team will perform a pre-screening exercise, where an analysis of the applicants profile is measured against the vacant position role profile. Successful candidate’s profiles will then be forwarded to Line Management to perform a short list. Those successfully short listed will be contacted by the recruitment team, inviting them to take part in a series of different types of interviews, followed by applicable job fit assessment tests. The most successful candidate would then be offered the position.
There are three methods which an applicant will receive acknowledgment of recruitment, depending on their application method:
The Debswana Employee Services Centre – Contact Centre (DESC) is located at the Debswana Corporate Centre. All queries / comments on Debswana Onboarding process and any other HR related matters will satisfactorily be dealt with, using either of the following communication channels:
Telephone : +267 364 8850
Email: desc@debswana.bw
Debswana offers an array of training and development initiatives, some of which are as follows:
Prior to commencement of employment and upon the expiry of contract, the Company shall pay reasonable expenses of repatriation incurred by the employee, spouse and any dependent children under the age of 21 years residing with the employee in any of Debswana operations to the employee’s place of recruitment.
Monday to Friday 08h00 – 16h45
Lunch break 12h45 – 14h00
Monday to Thursday 08h00 – 16h45
Friday 07h00 – 16h00
Lunch break 12h00 – 13h00
At both Jwaneng and Orapa, Letlhakane & Damtshaa mines, employee’s working in the Production environment, work 2 rotational shifts and/or 3 rotational shifts.
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