An initial HIV testing drive, conducted  throughout our South African operations  between 2002 and 2005, found an  incidence rate of 7,1% based on an 82%  uptake of testing. Business units have  been focusing on access to testing by  increasing knowledge of its importance.  Ongoing awareness programmes and  encouraging testing through community  and medical aid resources, as well as  offering free voluntary counselling and  testing (VCT) at wellness days and at our  occupational health clinics, are part  of this drive.  The Sasol HIV/Aids policy commits to  providing access to anti-retroviral therapy.  The medical aid schemes provide  HIV/Aids disease management to Sasol  employees. A workplace treatment  programme is operational at the Sasol  Mining Medical Centre in Sasolburg.  Anti-retroviral therapy is also available  through public healthcare facilities  in South African communities. Our testing and treatment initiatives  are supported by comprehensive  communications that encourage an  interactive approach relating to the goals  of prevention, support and care. Capacity  building for the implementation and  Apart from actively striving to refl ect the  economically active population of South  Africa in our workforce profile at all levels  (see table below), we are also embarking  on a global diversity journey. This will aim  to establish an integrated community of  Sasol employees that leverages its  diversity to achieve business success. We  have set up diversity forums in our various  business units. These forums – chaired by  the business unit managing directors and  attended by business unit leadership, unions  and employee representatives – constantly  integration of the treatment programme  within all businesses has been conducted  by accredited coordinator training of peer  educators and HIV/Aids coordinators.  This year we embarked on a  communication campaign to ensure a  more visible and interactive prevention  and support effort. The campaign’s theme  “I am part of the solution” was based on  the international World Aids Day 2009  theme “I am”. Launched in December  2009, it continued to September 2010.  A campaign communications toolkit  was developed to assist business units  that are responsible for driving and  supporting the campaign. strive to create co-ownership in the  achievement of our diversity aspirations.  In March 2009, we launched a disability  equity awareness campaign in our  South African operations, with the aim  of informing employees of their rights  as members of this designated group, and  to encourage them to voluntarily declare  their disabilities. Medical verifi cation of  declared disabilities was also conducted,  which gave employees the opportunity to  apply for reasonable accommodation if  required. A comprehensive audit of all our  human resource policies and procedures,  as well as of our physical facilities, was  conducted by Wits University. This will  ensure that any discriminatory barriers  towards persons with disabilities are  removed. Disability equity management  principles and reasonable accommodation  guidelines were also compiled and  disability equity orientation workshops  were presented to leaders and human  resources practitioners. A summary of our progress on promoting  employment equity in our South African  operations, as required in terms of Section  22 of the Employment Equity Act (55 of  1998), is provided in the table below.  Summary of the employment equity progress report for public companies, as required in terms of Section 22 of the Employment Equity  Act (55 of 1998). Sasol group workforce profile at Sasol’s South African operations as at 30 June 2010 Enhancing workforce diversity annual review 2010 • operating reviews  •  sasol group services •  human resources continued 73 at June 2010 Males Females Foreign National African Coloured Indian White African Coloured Indian White Male Female Total Top management 9 0 2 71 2 1 1 4 1 0 91 Senior management 31 9 23 205 4 2 6 25 9 1 315 Middle management 851 93 367 2 417 250 43 210 763 123 22 5 139 Junior management 3 595 255 350 4 382 737 136 172 1 468 81 28 11 204 Semi-skilled 6 976 73 82 1 124 884 48 43 613 341 4 10 188 Defi ned decision (lowest entry level) 1 288 12 1 167 395 6 0 15 37 0 1 921 Total permanent 12 750 442 825 8 366 2 272 236 432 2 888 592 55 28 858 Non-permanent  employees 74 2 5 12 18 0 1 7 1 0 120 Grand total 12 824 444 830 8 378 2 290 236 433 2 895 593 55 28 978