PURPOSE OF THIS FORM TEMPLATE FOR EMPLOYMENT …

1 PAGE 1 OF 28 EEA13. PLEASE READ this FIRST. DEPARTMENT OF LABOUR. PURPOSE OF this form TEMPLATE FOR EMPLOYMENT equity plan . Section 20 requires designated (Section 20). employers to prepare and implement an EMPLOYMENT equity plan which will achieve reasonable progress towards EMPLOYMENT equity in the employer's Employer Details workforce. An EMPLOYMENT equity plan must state- Trade name: AfroCentric Health Limited (a) The objectives to be achieved for each year of the plan (b) The affirmative action measures DTI Registration name: AfroCentric Health Limited to be implemented as required by section 15(2);. PAYE/SARS No: 7340779802. (c ) Where under representation of people form designated groups has been identified by the analysis, the numerical goals to EE Ref No: 3940.

2 Achieve the equitable representation of suitably qualified people from designated Industry/Sector : Finance and Business Services groups within each occupational level in the workforce, the timetable within which this is to Province: Gauteng be achieved, and the strategies intended to achieve those goals;. (d) The timetable for each year of Tel No: 011 671 2000. the plan for the achievement of goals and objectives other than numerical goals;. Fax No: 011 671 5413. (e) The duration of the plan , this may not be shorter than one year or longer than five years; Postal address: P O Box 1101, Florida Glen, 1708. (f) The procedures that will be used to monitor and evaluate the implementation of the plan and Physical address: 37 Conrad Road, Florida North, Roodepoort,1709.

3 Whether reasonable progress is being made towards implementing EMPLOYMENT Province: Gauteng equity ;. (g) The internal procedures to resolve any dispute about the Name & Surname of the CEO/Accounting Officer: Antoine van Buuren interpretation or implementation of the plan ;. (h) The persons in the workforce, Email address: including senior managers, responsible for monitoring and implementing the plan ; and (i) Any other prescribed matter. 1|P age 1. INTRODUCTION. AfroCentric Health Limited has developed a new EMPLOYMENT equity plan with a view to enhancing workplace diversity and aligning to the transformation objectives of the AfroCentric Health Group. The EMPLOYMENT equity plan will run for a 2 year period commencing from 1 October 2017 until 30 September 2019.

4 The main objectives of the plan are: To ensure alignment of Human Resources policies, practices and procedures to the Department of Labour's Code of Good Practice on integrating EMPLOYMENT equity into Human Resources policies, practices and procedures To implement Affirmative Action measures formulated to eliminate barriers to EMPLOYMENT equity resulting from people practices and the working environment To eliminate and prohibit unfair discrimination in the workplace To achieve Numerical Targets and Goals set out for the 2 year period To ensure better representation in our workforce of the National Economically Active Population statistics of South Africa. The AfroCentric Health Limited EMPLOYMENT equity plan will incorporate the following Legal Entities: Medscheme Holdings (Pty) Ltd.

5 Helios IT Solutions (Pty) Ltd; and Aid for Aids Management (Pty) Ltd;. AfroCentric Distribution Services (Pty) Ltd Klinika (Pty) Ltd The AfroCentric Health Limited EMPLOYMENT equity plan will provide for the Numerical Targets and Goals, as well as the Affirmative Action measures to be achieved for the duration of the plan for AfroCentric Health Limited as a whole. Line Mangers will be responsible and accountable for achieving the numerical targets and goals for their relevant Business Units. Both the National EMPLOYMENT equity Forum as well as the Divisional/Legal Entity EMPLOYMENT equity Forums will monitor the progress toward the achievement of the plan . The Senior Manager appointed for EMPLOYMENT equity , along with the Group CEO, will be ultimately responsible for the achievement of the plan .

6 The numerical targets and goals as well as Affirmative Action measures included in this plan will be achieved/implemented according to the timelines stipulated in the plan . Any deviation to these timelines will require justification and prior approval by the relevant committees, and ultimately by the Group CEO and Assigned Senior Manager accountable for EMPLOYMENT equity implementation. 2|P age 1. Background to the EMPLOYMENT equity plan The AfroCentric Health EMPLOYMENT equity plan has been developed according to the process outlined below: 1. Analysis of workforce profile as at 8 March 2017 against the National Economically Active Population Statistics 2. Identification of under-represented and over-represented groups 3.

7 Analysis of policies, procedures and work environment in terms of identified barriers to transformation 4. Identify strategies and Affirmative Action measures to improve under-representation and barriers identified The analysis of the workforce profile as well as the identification of barriers was conducted at a Divisional Forum level to ensure a consultative approach. Input from the various Divisional Forums was compiled into a National Document that was reviewed and approved by the Senior Manager for EMPLOYMENT equity , the National EMPLOYMENT equity Forum Chair as well as the EMPLOYMENT equity Practice Owner. The National Document was then used to inform this EMPLOYMENT equity plan . 3|P age DURATION OF THE plan .

8 The AfroCentric Health Emplyment Euqity plan will run for a 2 year period, commencing 1. October 2017 to 30 September 2019. 2. OBJECTIVES FOR EACH YEAR OF THE plan . The objectives for each year of the plan are reflected in the table below: EE plan OBJECTIVES 1 OCTOBER 2017- 30 SEPETMBER 2019. YEAR 1: 1 OCTOBER 2017 30 SEPTEMBER 2018. Timelines Objective Measure Comments 1 October 2017 31 Review additional Additional assistance An analysis must be October 2017 assistance for pregnant put in place for done as to whether women and employees employees with assistance is with disability during disability and required holistically evacuations and other pregnant women. or if these are only relevant circumstances. isolated incidents that require individual attention.

9 1 October 2017- 31 Conduct audit of Sample of interview A sample will be October 2017 interview panels to panels have been taken from ensure compliance to audited interviews the policy which Finding report conducted over the stipulates that there generated last year period. must be consistency in Corrective actions the panel throughout the with timelines for process and the panel implementation must be fairly represented. 1 November 2017 30 Document process for Process finalized November 2017 sign off and approval by Process documented the EE Forums of Process appointments outside of communicated and targets. adopted in business 1 November 2017- 30 Implement a formal Programme High potential November 2017 Succession implemented employees must be Management Designated identified and be as programme to identify employees identified closely as possible employees for the talent as successors aligned to the pool in under- Successors placed on National EAP.

10 Represented groups who development can serve as successors for selected roles. 1 December 2017- 31 Clearly document Updated and Determine if there is December 2017 performance communicated Policy validity in reviewing management moderation the performance process management policy Review performance to cater for management for employees with employees with disability disability. 1 January 2018- 28 Recruit 5 learners with 5 learners placed on a The learners must February 2018 disability training programme in be in the black 4|P age EE plan OBJECTIVES 1 OCTOBER 2017- 30 SEPETMBER 2019. YEAR 1: 1 OCTOBER 2017 30 SEPTEMBER 2018. Timelines Objective Measure Comments the business categories 1 January 2018- 31 Conduct an audit of our Audit conducted Not all findings may March 2018 premises to determine Report on findings be possible or gaps in accommodating provided financially viable for people with disability Identification of the business.