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An initial HIV testing drive, conducted throughout our South African operations between 2002 and 2005, found an incidence rate of 7,1% based on an 82% uptake of testing. Business units have been focusing on access to testing by increasing knowledge of its importance. Ongoing awareness programmes and encouraging testing through community and medical aid resources, as well as offering free voluntary counselling and testing (VCT) at wellness days and at our occupational health clinics, are part of this drive. 

The Sasol HIV/Aids policy commits to providing access to anti-retroviral therapy. The medical aid schemes provide HIV/Aids disease management to Sasol employees. A workplace treatment programme is operational at the Sasol Mining Medical Centre in Sasolburg. Anti-retroviral therapy is also available through public healthcare facilities in South African communities. 

Our testing and treatment initiatives are supported by comprehensive communications that encourage an interactive approach relating to the goals of prevention, support and care. Capacity building for the implementation and 

integration of the treatment programme within all businesses has been conducted by accredited coordinator training of peer educators and HIV/Aids coordinators. This year we embarked on a communication campaign to ensure a more visible and interactive prevention and support effort. The campaign’s theme “I am part of the solution” was based on the international World Aids Day 2009 theme “I am”. Launched in December 2009, it continued to September 2010. A campaign communications toolkit was developed to assist business units that are responsible for driving and supporting the campaign. 

## Enhancing workforce diversity 

Apart from actively striving to refl ect the economically active population of South Africa in our workforce profile at all levels (see table below), we are also embarking on a global diversity journey. This will aim to establish an integrated community of Sasol employees that leverages its diversity to achieve business success. We have set up diversity forums in our various business units. These forums – chaired by the business unit managing directors and attended by business unit leadership, unions and employee representatives – constantly 

strive to create co-ownership in the achievement of our diversity aspirations. 

In March 2009, we launched a disability equity awareness campaign in our South African operations, with the aim of informing employees of their rights as members of this designated group, and to encourage them to voluntarily declare their disabilities. Medical verifi cation of declared disabilities was also conducted, which gave employees the opportunity to apply for reasonable accommodation if required. A comprehensive audit of all our human resource policies and procedures, as well as of our physical facilities, was conducted by Wits University. This will ensure that any discriminatory barriers towards persons with disabilities are removed. Disability equity management principles and reasonable accommodation guidelines were also compiled and disability equity orientation workshops were presented to leaders and human resources practitioners. 

A summary of our progress on promoting employment equity in our South African operations, as required in terms of Section 22 of the Employment Equity Act (55 of 1998), is provided in the table below. 

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## Sasol group workforce profile at Sasol’s South African operations as at 30 June 2010 

Summary of the employment equity progress report for public companies, as required in terms of Section 22 of the Employment Equity Act (55 of 1998). 

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