• Improving the occupational safety and health of employees
• Addressing HIV/AIDS in an imaginative and positive way
• Minimising the impact of the company on its environment and contributing towards
  conservation in the areas in which it operates
• Contributing in practical and meaningful ways to the communities surrounding its
  operations.

Health
Noise-induced hearing loss remains the primary occupational health challenge for underground employees. Implats’ extensive hearing conservation programme includes:

• Monitoring and measuring noise levels
• Engineering noise out where possible
• Providing hearing protection devices to employees
• Providing employee training into the effects of noise and
• Providing regular screening audiograms to identify hearing loss at an early stage.

As part of an R8 million two-year programme, the company is providing all high-risk employees with custom-made hearing protection devices, which exclude high-frequency noise and allow for normal speech.

At Mineral Processes, a major occupational health risk is potential exposure to sulphur dioxide (SO₂), which is an upper respiratory tract irritant. The facility has achieved a significant reduction in SO₂ gas emissions in recent years.

At the Refineries, the major occupational health risk lies in potential exposure to platinum salts. Impala has successfully managed this by implementing strict hygiene measures and "hands-off" systems for all employees exposed to this hazard. No incident of an allergy to the complex salts of platinum (ACSOP) has been reported since 1998.

Addressing HIV/AIDS
The management of HIV/AIDS remains a vital challenge for Implats, along with the rest of South Africa and the South African industry.

Efforts are directed at two areas:
• Prevention of HIV transmission amongst new and existing employees; and
• Managing the impact of HIV/AIDS on infected employees and on the company.

These programmes are directed by a collaborative union/management HIV/AIDS committee.

Implats has since the early 1990’s conducted extensive HIV education programmes amongst its employees. Since recent surveys have indicated that current employees have a high level of awareness and understanding of HIV/AIDS, a major focus during the year has been the education of new employees.

Impala’s efforts have also been extended into neighbouring communities in partnership with other companies, the Department of Health, youth and community groups and local churches. In addition to highly effective peer education programmes, the treatment of sexually transmitted diseases (STDs) and home-based care has been extended to local informal settlements for employees and non-employees alike. An ongoing challenge associated with the disease, but particularly with aspects such as home-based care, is the continued stigma of the disease, which obstructs the provision of assistance.

Traditional healers practising around the operation have become an integral part of the education and wellness management programme, as have commercial sex workers who are provided with education, condoms and access to treatment of sexually transmitted diseases.

As far as HIV-positive employees are concerned, Implats’ approach is to meet the needs of the infected employee where possible, while balancing this against the needs and capacity of the company. Confidential testing and counselling are available to all employees. Immuno-compromised employees who feel that they are no longer able to work may, with the support of their treating doctor, apply for medical disability benefits to the Impala Workers Provident Fund which is run by appointed NUM Union and Impala trustees.

Infected employees receive care and counselling through Impala's Wellness Programme in an effort to extend their healthy, comfortable and productive lives. Medical care is provided through Impala's Medical Services. Infected employees may also be offered alternative occupations should these become available. The programmes available to infected employees are provided on a completely confidential basis.

One of the problems experienced in South Africa is the lack of reliable data. This is needed not only to indicate the levels of the disease but also to indicate whether education measures are working and whether there is a slowing in infection rates.

During April 2001, Impala conducted an anonymous survey of employees at its 8 shaft in an effort to confirm existing medical statistics that indicated a 16% prevalence level. The Impala survey, involving the collection of anonymous blood samples from more than 500 employees, indicated a prevalence level of 15.6%. This, together with statistics gathered at an operational level over the past 18 months indicates a levelling off of infection levels at 16%. This is much lower than was originally expected.

In addition, Implats commissioned a comprehensive actuarial report to evaluate the potential financial impact on the business. This assessment not only looked at prevalence projections based on a range of scenarios, but also evaluated the scope and efficacy of Implats’ intervention programmes, human resources policies, impact on employee benefits, manpower and training costs as well as costs which will be incurred to maintain productivity.

The report indicates that, given the current prevalence rate and expected rate of new infections in South Africa, Implats could incur additional costs of R86 million per year in 2011 which is predicted to be the peak of the epidemic. However, given successful education programmes and interventions, the rate of new infections and consequently the costs can be dramatically reduced. By halving the rate of new infections the cost in 2011 would be reduced to R46 million. This is a highly credible scenario based on the levels of awareness and prevalence levels at Impala, with the latter indicating that the rate of new infections may already have reached a plateau.

Research was conducted during the year by an independent market research company to enable Impala to assess the effectiveness of its education programmes.

This showed some very encouraging results:
• 100% of employees surveyed were aware of HIV/AIDS
• 98% of respondents believe that HIV is a sexually transmitted disease.
• 70% of respondents stated that they had changed their sexual behaviour as a result of   HIV/AIDS awareness and education.

The company and its HIV/AIDS committee will continue with the education and intervention programmes in order to limit the spread and impact of the disease

Environment
Implats aspires to world-class standards in its environmental management systems and programmes. In line with its long-standing environmental strategy, which is aligned with the international environmental standard ISO 14 001, the company aims to:
• Optimise resource usage
• Decrease wastage at source
• Design all new processes to minimise their environmental impact and
• Reformulate existing processes wherever practicable to reduce their environmental   input.

The underlying philosophy of ISO 14 001 is that of continuous improvement.

Extensive changes and extensions were made to the Environmental Management Programme Report (EMPR) on the Impala lease area during the year, with amended documents submitted to the Department of Minerals and Energy for the Merensky open-cast project, the smelter upgrade, No 11 shafts and No 14 shaft. As a result the present value of the rehabilitaion cost was increased by R3.3 million and R2.3 million was spent during the year on ongoing rehabilitaion. The EMPR for Crocodile River mine was finalised during the year and the EMPR compilation process for the Winnaarshoek project commenced in April 2001.

At Impala’s Mineral Processes an air quality management policy has been developed and implemented and, together with the upgrade at the smelter, resulted in improved air quality conditions. Implats also played a major role during the year in spearheading the establishment of the Rustenburg Air Quality Forum.

Impala Refineries, which was awarded ISO 14 001 certification in 2000, now undergoes an external audit every six months. The completion of the Enhanced Precious Metals Refinery in 2000 enabled numerous environmental improvements, including reagent regeneration and recovery processes with decreased resource consumptions and gaseous emissions.

The Refineries has also made a concerted effort to reduce water consumption. Recycling initiatives such as the installation of a reverse osmosis water treatment plant have culminated in reduced water consumption despite an increase in production.

Major challenges for the year ahead include ISO 14 001 certification for the mining and processing operations at Rustenburg, approval of the EMPR for the Winnaarshoek project, implementation of the company’s water management plan (again at Rustenburg) and acceptance of a revised rehabilitation plan for the entire Rustenburg surface area.

Corporate social investment
Through the Impala Community Development Trust (ICDT), the company endeavours to be a facilitator rather than a sole sponsor of social projects. The Trust’s modus operandi is based on the principle that initiatives should assist communities in becoming self-sufficient and, in this way the long-term sustainability and independence of the project can be encouraged. Each year the ICDT is allocated an amount the equivalent of 2% of the previous year’s dividends and focuses on four main areas of activity:
• Education and training
• Health care, with a specific focus on HIV/AIDS
• Business development.

Impala has made a significant contribution to education, particularly in upgrading the infrastructure at run-down schools and developing management potential and human resources in primary schools.

Impala is responsible for not only the health care of its workforce, but also considers that it has a duty towards the wellbeing of the communities in the vicinity of its operations. The ICDT works with Impala Medical Services to address health care issues in a holistic manner.

The ICDT is planning to step up its business development initiatives by facilitating the formation of partnerships by several existing small businesses with co-funders and specialists to secure their viability. One example of this is the planned jewellery benefication project that will add downstream value and empower black businesses.

Employment equity
After extensive consultation with stakeholders, Impala submitted to the government the company’s Employment Equity Plan in line with the South African Employment Equity Act. Targets have been agreed with line management and union representatives. An Employment Equity Committee, comprising unions and management, oversees the process. Key issues addressed by this committee include barriers to equity and the identification and resolution of discriminatory practices.

The company made 148 appointments during the year, from groups designated by the Act as requiring advancement, far exceeding its target of 51 appointments. A primary challenge remains the retention of these employees as almost 40% subsequently left the company during the year.

As a result of our efficiency successes, Impala’s people are targeted for recruitment by the industry. This year alone 470 crew captains left our employ. As a result we have stepped up our training and development effort and focused on the retention of skills. At any one time 50 Learner Officials and 300 crew captains are in training in an effort to increase our talent pool. Mathematics and science classes are also presented to local scholars to increase potential candidates eligible for engineering courses at Impala.