The action
First and foremost to upgrade and improve existing employees; and secondly, to increase the number of persons from the disadvantaged section employed in technical and management positions.
The approach to meet the first objective will similarly be two-fold. The abilities of the competent members of the labour force will be assessed through attitude tests and attention will then be given to literacy and numerical skills where this is an obstacle to advancement, particularly where employees have skills which are not recognised by organisations such as BIFSA and SAFCEC.
The second objective is being met through the recruitment of graduated students who can be trained to meet the company’s objectives while being sponsored in their studies. Graduates will also be employed to fill vacancies where applicable.
Literacy training remains an ongoing initiative with satisfactory results in some instances.
In addition it must be noted that extensive use is made of disadvantaged labour-only subcontractors for trades such as excavation, drainage, shuttering, steel fixing, spoil removal and building trades.
One of the most important aspects of our affirmative action policy is the empowerment of disadvantaged (informal sector) contractors and subcontractors. The intention is to take on contracts with these contractors as subcontractors from tender stage through construction, with the end result that their management improve entrepreneurial tendering and management skills.
Items such as training, erection of guardrails, fencing, stone pitching and minor concrete works are after on-site training subcontracted to local ABE contractors. Hired plant required on contracts are hired from local suppliers, and if possible ABE suppliers.