 |
|
|
| |
|
|
| |
|
|
| EMPLOYEE REPORT CONTINUED |
| |
|
|
| Financial Sector Charter in South Africa |
The Financial Sector Charter ("charter"), as applicable from January
2004, sets out the commitments of organisations in the financial
services sector to achieving the ideals of transformation and
empowerment in South African society. The charter provides the
framework for promoting black economic empowerment and Brait has
made considerable progress in meeting this objective. Brait, as a party
to the charter, is committed to the aims and the full achievement of all
applicable requirements, with an internal objective to surpass the
charter targets, wherever possible.
Performance measurement in respect of the Financial Sector Charter
Scorecard is fully operational. Achievements to date in respect of
ownership and control, corporate social investment and procurement
clearly indicate that the group is on track to achieve the 2008 targets
established by the charter. |
| |
| Employee well-being |
Brait's most valued asset remains its people and the optimisation
of their abilities, skills and talents is paramount. An employee
wellness programme provides individuals with support mechanisms
necessary to cope with trauma, stress and health, including HIV/Aids
and other difficult life situations. The programme provides
professional, confidential counselling and advisory services, via a
24-hour helpline, and is available to all staff and their immediate
family members.
Regular well-being programmes are run in-house to ensure the
optimisation of health with the more popular programmes being
eyesight tests and annual flu vaccinations. |
| |
| HIV/Aids |
Brait recognises that the scope of the HIV/Aids pandemic in South and
Southern Africa is such that it is likely to have a significant impact on
the national economy. The board acknowledges the impact that
HIV/Aids may have on its workforce, and is committed to creating and
maintaining a safe working environment for all employees, and
undertakes to deal with HIV-infected employees and/or employees
with Aids in the same way as with employees suffering from any other
life-threatening disease. This is done with due consideration for all
stakeholders, whilst addressing the issue in a positive, supportive and
non-discriminatory manner.
Brait continues to commit its full support and co-operation through an
HIV/Aids policy designed to assist management and employees deal
with HIV/Aids issues in the workplace. Strategies will be formulated
this year to assess the impact of HIV/Aids on the business and to
develop plans to mitigate the adverse effect that HIV/Aids will have on
the people and business of Brait.
The group HIV/Aids policy was reviewed in November 2005. The policy
provides for voluntary HIV testing, confidentiality and the privacy of
those who are HIV-positive and/or suffering with Aids, HIV/Aids
education programmes as well as the management, care and
counselling of HIV/Aids employees.
Brait currently makes use of an Employee Wellness Programme (EWP)
with regard to HIV/Aids. This programme offers a comprehensive
prevention and support approach which includes, inter alia, care and
support strategies, pre- and post-test counselling, bereavement and
loss counselling. Brait employees and their immediate family members
have access to telephonic counselling services and up to three face-toface
counselling services.
The EWP provides a specialist network of trauma counsellors
throughout South Africa who have specific training and experience in
the management of trauma. Any individual either self-referred or
referred by a supervisor, will be offered individual trauma counselling.
By early 2007, Brait would like to roll out the voluntary HIV/Aids
testing programme, supervised and managed by our employee
wellness provider. This programme will incorporate the following: |
| |
| • |
HIV/Aids education and awareness training for employees, managers and HR consultants; |
| • |
Support for managers and HR consultants to deal with disclosure,
HIV/Aids support and incapacity management; |
| • |
Voluntary counselling, testing and referral into the various disease
management programmes offered by three medical aids; |
| • |
Support for employees who are infected with or affected by
HIV/Aids; |
| • |
One of the crucial components of a comprehensive HIV/Aids
strategy is the “Know your Status” campaign. Whilst employees
can be tested by their private medical doctors or at other facilities,
only a limited number of people make use of this opportunity. To
deal with this problem of participation on-site “Know your Status”
programmes will be implemented; |
| • |
Ongoing coaching and mentoring to managers, supervisors as well
as to peer educators; and |
| • |
Programme management as part of a comprehensive HIV
programme. |
|
| |
| This HIV/Aids programme will ensure adherence to the Code of Good
Practice on Key Aspects of HIV and Aids and Employment issued in
terms of the Employment Equity Act No 55 of 1998 and the Schedule
on HIV testing issued in terms of the National Policy of Health Act No
116 of 1990, and promotes the principles as contained in the ILO Code
of Practice on HIV/Aids and the World of Work. |
| |
| Page up |
| |
|
|
|
|
|
|
| |
|
 |
