Affirmative action policy of Rego International

1. Purpose

The Company subscribes to and supports the promotion of equality and promotion of affirmative action, as
set out in the Employment Equity Act.

This policy outlines the company’s approach and commitment to affirmative action within all its divisions. It
sets benchmarks and lays down procedures that XYZ Company requires management throughout the
company to adopt and implement.

This policy document should be discussed throughout the company with a view to getting management and
all staff throughout the company to appreciate its importance and support its principles. Every member of
management and staff will be required to observe and implement the policies it contains. This document sets
out the broad policies and framework within which affirmative action plans will be developed within the
company.

2. Application

The policy applies to all employees of XYZ Company who are members of designated groups. These
employees, who represent people who have been unfairly discriminated against in the past and whose
position this policy is specifically designed to address, are:

 African people;
 Coloured people;
 Indian people;
 Women of all races; and
 People with disabilities.

3. Objectives

XYZ Company’s affirmative action policy seeks to achieve the following objectives:

1) To create a balanced profile of employees within the company, through all job categories and levels in the
workforce, which reflects the make-up of the broad South African society;

2) To eliminate and correct racial and social imbalances of the past;

3) To eradicate any unfairly discriminatory practices in terms of race, colour, gender or disability;

4) To provide for the company’s present and future requirements for skilled staff in line with its business
plans; and

5) To create an environment in which the most suitably qualified person can be employed for the job,
regardless of race, colour, gender or disability, so as to achieve that state of balance in which these
questions will no longer be an issue.

4. Scope

Our affirmative action goals shall target all areas of the employment of designated groups, which shall include:

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 Internal advertising and promotion;
 Recruitment of designated groups;
 Vocational and on the job training;
 Appointment of designated employees, to address historical imbalances;
 Zero tolerance for unfair discrimination or any form of cultural insensitivity; and
 Attraction and retention of high calibre staff suitably qualified for the job.

This affirmative action policy should be read in conjunction with XYZ Company’s employment equity and
affirmative action plans.

5. Recruitment

The company’s AA policy will be strengthened and underpinned through a recruitment policy aimed at
addressing the imbalances of the past in the following way:

5.1 Selection of job candidates

Candidates should be selected according to their ability, experience, qualifications and potential to fill the job
requirements regardless of race, colour, gender or disability, taking into account the broad objectives stated
above.

5.2 Job security

This policy does not imply reverse discrimination against white people. XYZ Company will continue to reward
and promote excellence wherever it is found and will continue to provide opportunities to staff of any race,
colour, gender or disability.

5.3 Employment framework

This policy seeks to set a framework in which managers will actively seek opportunities in the relevant job
categories for the employment and promotion of suitably qualified people from previously disadvantaged
communities as identified under target groups.

6. Internal advertising
6.1 To facilitate transition and achieve XYZ Company affirmative action targets, where there is no or only a
small pool of suitably qualified persons available internally for promotion to a position, that position will
be advertised internally and externally simultaneously, to maximise the number of applications from
applicants from designated groups

6.2 If there are suitably qualified candidates who apply both internally and externally and who are from the
same designated groups, preference will be given to the internal designated candidates.

6.3 If there is a reasonable pool of suitably qualified persons available internally for promotion to a position,
the position will be advertised internally first for a period of five (5) working days and thereafter
advertised externally if a suitable candidate is not chosen from the internal applicants.

7. Skills development and training

In line with the EEA and the Skills Development Act (97 of 1998), XYZ Company strives to develop and train its
staff. The company wants to grow people from within and provides a high level of commitment and resource
to the skills development and empowerment of all employees.

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XYZ Company believes in its staff and is committed to giving all the staff, but with particular emphasis on the
HDI staff, opportunities to grow and develop within the organisation. The company shall continue to provide
training and development to those who are worthy of development and those members of staff who make
and can continue to make a valuable contribution to the company.

All XYZ Company employees shall benefit from an internal skills development programme. However, members
from designated groups will be targeted for development. The affirmative action targets and goals shall
include skills development and training.

The company will also embark on a programme that audits skills, recognises prior learning and accredits
people for their existing skills, in line with the skills development programme.

8. Development and retention

All employees of XYZ Company who are members of designated groups shall be assessed to establish the
potential for career-pathing and fast-tracking in the organisation. No career-pathing will be planned without a
thorough skills audit, which shall include assessment of potential. No employee who is not suitably qualified
will be considered for any development programme.

XYZ Company strives to retain all its employees, in line with the company’s retention policy. Particular
attention shall be given to the retention of HDIs.

9. Cultural sensitivity

XYZ Company employs a diverse group of people, from all walks of life and of all race, cultural and gender
groups. All employees shall enjoy an environment completely free from unfair discrimination, and all
employees shall continue to endeavour to maintain and enhance this environment. Any employee found not
to be sensitive to the needs, or respectful of the differences of others, shall be dealt with in line with the
company’s counselling and/or disciplinary codes.

To ensure no issues of insensitivity or discriminatory practices exist, the company shall regularly conduct
training workshops for all staff, cultural audits and focus group sessions, to ensure that any issues around
these practices are highlighted and eliminated. The EE forum, in line with the company EE plan, will regularly
ensure these audits take place.

10. Time frames

All XYZ Company divisions will be required to set affirmative action targets, which will be linked to the
medium- and long-term objectives of the company. These time frames will include goals and targets required
by the Employment Equity Act’s reporting requirement.

11. Specific action plans

Specific action plans will need to be devised to achieve the objectives of the company’s affirmative action
policy. These action plans will be planned by the EE forum and approved by senior management and will be
constantly revised to ensure effectiveness.

These specific action plans will have to include measures such as training and mentoring.

12. Evaluation

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12.1 The implementation of the affirmative action policy by the company shall be evaluated on an ongoing
basis in the various company divisions.

12.2 Reports on progress shall be reviewed regularly at Board level.

12.3 Each company division will be required to report on progress.

13. Responsibility for implementation

All managers of XYZ Company will be tasked with the implementation of the affirmative action policy, which
should form an integral part of the business plan. The success or failure to achieve agreed affirmative action
objectives shall form a significant part of the overall performance evaluation of managers.

10: Affirmative action targets and goals

Targets shall be set for achievement of the objectives at every division of the company. Managers shall report
regularly on the actions they have taken to achieve those targets. These targets will be in line with the
affirmative action goals set in terms of the employment equity plan.