1. PREAMBLE

Given the background of the large group of previously disadvantaged citizens of South Africa and our belief that development can only be sustained through an integrated process of human resource development, LMV acknowledges that special programs, which shall not be seen as a form of unfair discrimination, will be required to overcome, as quickly and equitably as possible, the effects of past discriminatory treatment.

LMV recognises the necessity of us playing our part in assisting people who were discriminated against by previous political and other practices by providing opportunities to such people to recover from such disadvantages.

LMV acknowledges that all employees have the right to be treated fairly and equally and to be protected from any type of discrimination while at work.

2. VISION

To transform the management and employee profile of our business to realistically reflect the society in which we conduct our business. LMV will achieve this vision by the year 2005 by adhering to the policy and strategy set out in this document.

3. DEFINITION: AFFIRMATIVE ACTION

Affirmative Action is a set of specific accelerated interventions contained in a manpower plan, actively ensuring that previously disadvantaged people are no longer held back by discrimination in recruitment selection, skills development of promotion to management, supervisor, administrative, technical and professional positions.

4. OBJECTIVES

Workforce composition:

To achieve a workforce which reflects the demographic composition of South Africa across all job categories, while recognizing and taking account of the skills constraints within the industry. The Engineering Council of South Africa indicated in 1995 (last) that only 58 Professional Civil Engineers and Civil Engineers in Training, 12 Civil Engineering Technologists, 1 Female Civil Engineer in Training and 2 Technicians in Training from other than the white population group, were available in South Africa.

Recruitment and promotions:

To ensure that recruitment and promotion policies and practices are such that previously disadvantaged individuals are recruited and promoted into positions and areas where they are currently under-represented

Training and development:

To establish an understanding amongst previously disadvantaged individuals selected for appointment in terms of the affirmative action policy that their progress and continued employment will depend on their commitment, ability and willingness to continually improve their own skills. Management will assist in this process in creating opportunities for these individuals to develop themselves through formal and informal development activities.

5. IMPLEMENTATION

Recruitment and Selection:

• Special recruitment efforts will be made to attract and appoint suitable applicants from previously disadvantaged groups.

• The merit principle will be adhered to in all recruitment and selection processes. LMV define merit as the capacity to do the job, judged on qualifications, experience, knowledge, potential and/or demonstrated ability. Emphasis will be on meeting minimum requirements for the job and not necessarily appointing the ideal or best qualified candidate. Advertising for posts will not include requirements for qualifications or competencies unrelated to the vacant post.

• Priority will be given to the employment of South African citizens.

Education, training and development:

• Education, training and development of our employees whilst giving specific attention to affirmative action positions.

• The development of the required skills and knowledge applicable to current and future posts to enhance the potential of previously disadvantaged individuals for career advancement.

• Specific attention will be given to previously disadvantaged individuals requiring studies in the civil engineering and town planning industry. This will be achieved by a bursary scheme and the provision of vacation work opportunities, leading to possible permanent appointments.

• LMV further recognises that it has a responsibility for the transfer of technology and skills to marginalised groups or individuals outside of our firm. We therefore assist in the development of SMMEs by forming alliances, etc.

6. MANAGEMENT COMMITMENT

Management is committed to ensuring that affirmative action forms a key aspect of its business plan and will hence budget for it and facilitate and enforce it. To this end a 6 monthly audit of progress with implementation will be conducted. LMV (Pty) Ltd prepared a complete and comprehensive document, complying with the Employment Equity Act (1998) which is available on request.

7. PARTICIPATION

The signatories to this document hereby declare their active commitment to and support of the Affirmative Action Policy of LMV (Pty) Ltd.