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Report on the scorecard for the broad basedsocio-economic empowerment charterHR4 | HR14LA1| LA10| LA11| LA16|LA17Opposite page far right:Richards Bay Coal Terminal.A new generation of coalexporters will be created,earmarking up to 4Mtpa foremerging BEE operators.Opposite page left:A panelbeating shop has beenset up on the site of theclosed Schoongezicht colliery.Seen at the shop are (left toright) Sam Mdlwli, PhineasNgwenya, Eric Skosana andTwoboy Zulu.Below: Itumeleng Mpuru andMaria Phakoe in the sewingclass at New Vaal. The groupdesigns and produces mainlyclothing, including schooluniforms and work wear.Human resource developmentAnglo Coal South Africa offers every employee theopportunity to become functionally literate. During2005, 109 employees participated as learners in theadult basic education and training programme. Thereis a workplace skills plan and all employees havetraining profiles. Middle and senior managementemployees have individual development paths andthese will be extended to all employees in 2006.A formal mentorship programme is in place for alltrainees. This includes a formal training programme,co-ordinated by the Anglo Coal training anddevelopment services, for mentors and trainees.Employment equityThere is a published employment equity plan whichis reported on annually. Anglo Coal South Africa ison track to achieve the target of 40% HDSA inmanagement by 2009. There is a system in placeto identify candidates to undergo acceleratedcareer development.Anglo Coal South Africa has been able toexceed the target for the total number of women inthe industry. About 11% of the division’s workforcenow constitutes women, close to half of whomwork in technical disciplines. For more details onour women in mining please refer to page 22.Migrant labourAbout 8% of the workforce is comprised of migrantworkers. The sending areas are predominantlyLesotho, northern KwaZulu-Natal, eastern Cape,eastern Mpumalanga and Limpopo province. Theseemployees are not discriminated against in any wayand enjoy the same work benefits and conditions aslocal employees.Mine community and ruraldevelopmentAnglo Coal South Africa participates alongside thelocal and provincial governments in the formulationand revision of the integrated development plans.During 2006, all the collieries in the division willcomplete the SEAT documents. These documentsrequire regular updating and reporting. After completionof the documents, the operations will be in aposition to improve their community engagementplans. These will also be published during 2006.During 2005, Anglo Coal South Africa spent aboutR18 million on community and social development.Housing and living conditionsHome ownership is encouraged, but 12% of theworkers still live in hostels. Anglo Coal South Africahas a target to reduce the number of residents insingle-sex hostels by 30% a year. Since the minehostels are in the process of being converted intomarried quarters, the hostels no longer providemeals to employees. However, the diseasemanagement programme for HIV positive employeesincludes nutritional supplements with the minesuppliedART, as part of the programme.ProcurementHDSA companies enjoy preferred supplier status.A total of R1,080 million was spent with BEEbusinesses during 2005 against a target ofR750 million. The bulk of this, R508 million, wasspent on purchasing consumables and R423 millionon purchasing services. We have set aggressivetargets for HDSA procurement over the next theeeyears and the forecast is for Anglo Coal SouthAfrica to spend 40% (or R1,360 million) of ourdiscretionary spend with BEE businesses in 2006.36