Health and Wellness

1. Health and Wellness

2. The GMSA Journey to Health & Wellness • For General Motors South Africa, achieving sustainability means respecting today and tomorrow’s economic, environmental and social impacts. It is a delicate balance that is difficult to achieve, but one that holds the promise of boundless opportunity. • The HIV/Aids epidemic poses one of the greatest challenges to business development in South Africa. HIV-related absenteeism, loss of productivity and the cost of replacing workers lost to Aids threaten the survival of business and other sectors of the economy. • The Company recognises HIV/Aids as a workplace issue and it is treated like any other serious illness/condition in the workplace. This is necessary not only because it affects our workforce but the community as a whole. • A comprehensive workplace programme was introduced in 2001 that has grown into a Holistic Wellness Programme integrating HIV/Aids. The Company’s strategy entails 3 key focus areas: • Prevention - Awareness & Education - Training • Detection - Voluntary Counselling & Testing • Treatment – Medication and nutritional supplements

3. These focus areas have been broken down into supporting activities, operating at 3 levels: • Internal • Activities include Industrial Theatre, training with regard to in-plant bleeding • injuries, World Aids Day celebrations, small group talks in the plant, • introduction of e-pap and roll-out of anti-retroviral treatment, cross reference • EAP policy and HIV/Aids work place policy, monthly health related • presentations • External • Activities include providing educational and therapeutic support to affected • families of infected employees and vice versa, establishing partnerships with • existing community-based structures on HIV/Aids, community based peer • educator volunteer program, retiree helpdesk and social investment • initiatives • Retirees • A service rendered to GMSA pensioners since 2002. Home visits, Primary • Health Care, Yearly events • GMSA spends approximately R500 000 to R1 000 000 every year on HIV/Aids and Wellness programmes. In addition to this the Retiree Clinic Cost varies is on average R1,200,000 per annum since 2002.

4. The GMSA Journey to Health & Wellness Internal In 2001 GMSA (Delta Motor Corporation at the time) and its workforce representative, the National Union of Metal Workers of South Africa (Numsa) entered into a working agreement on an HIV/Aids policy that set the scene for the establishment of an HIV/Aids Forum extensively represented by various Departments within the Company and NUMSA. In what was viewed as an open and integrated approach to dealing with the virus, every employee in the company could access the forum directly through the various representatives, promoting access to a spectrum of services ranging from information to the accommodation of suggestions or ideas. In 2002 the Company stepped up its campaign against the HIV/Aids pandemic with the launch of an extensive education campaign directed at its more than 3500 strong workforce then. The Forum’s education and awareness campaign for 2002 was anchored by a progressive and proactive HIV/Aids Peer Educator Training Programme which was run on a voluntary basis inside the company.

5. Employees who completed the Peer Educator Training could assist with the education of employees in the workplace, provide information and feedback to the forum, provide service to employees and also provide a service to the community if they are approached. GMSA Employee peer group

6. The Medical Research Council (MRC) conducted HIV/Aids Prevalence talks to all employees and a surveillance study conducted within the company indicated an HIV+ prevalence rate of 5.7% (that is +/- 195 positive employees) In 2003 the 1 day HIV/Aids Awareness Training for all employees was completed. The Company had approximately 40 trained peer educators excluding volunteers who assisted in driving and supporting operational projects such as Industrial Theatre, Corporate wellness and the on-site VCT programme. A Peer Educator Forum was established and the focus on education and awareness was reinforced with monthly HIV/Aids related articles in the Company’s newspaper (The Indaba). More talks were hosted by HIV/Aids experts and individuals living with HIV/Aids. 2004 posed an interesting emphasis on Positive Living when GMSA rolled out the HIV/Aids documentary “A Closer Walk” to employees, stakeholders and community groups. This deeply inspirational film by Oscar nominated director Robert Bilheimer and narrated by Glenn Close and another Oscar nominee, Will Smith, celebrates human dignity even as it raises awareness of the immense global tragedy of HIV/Aids. Over 100 000 people were reached and for their training awareness, substantial financial and human resource investments, GMSA was honoured by AMCHAM (American Chamber of Commerce) with the “Star of Star Awards.” The “Closer Walk” project topped 33 other notable HIV projects – all funded by American businesses in South Africa.

7. An on-site VCT programme was launched in September 2004. The Director group, HIV/Aids Forum, Shop Stewards, Peer Educators and members of the Safety Health & Environment (SHE) division were amongst the first to volunteer for testing. As at June 2005, 923 employees had been tested. • 2006 was a year to use a different approach to enhance the VCT. Employees would get a yellow t/shirt with “I know my status” and a green t/shirt for bringing a fellow colleague for testing, “Book a buddy”. Lucky draws were held on a monthly basis with prizes like hampers, microwaves, TV’s, vouchers etc. • During 2007 GMSA introduced a Health and Wellness strategy that integrates HIV/Aids with other common illnesses. This campaign includes the introduction of “six baseline tests” offered to all employees. These comprise of: • Body mass index measurement • Blood pressure • Blood glucose • Blood cholesterol • Peak Flow Measurement (for lung function) • VCT • By December 2007 80% of GM employees have been tested and knew their status. Using the integrated approach sparked an awareness of other illnesses that could be kept under control when detected.

8. “Touch a Life” became our slogan in 2008 and we are proud to know that GMSA supports this slogan in the workplace and in the community. • In 2008 GMSA introduced a Weight Loss Challenge. Thirty employees participated and their progress was closely monitored by a Dietician. Healthy meals were becoming part of the canteen’s daily service. • During 2008 GMSA also became involved in a TB campaign encouraging employees to have themselves tested. Awareness talks were given to employees on a weekly basis to educate and train them to detect the signs of TB and to get assistance. • In 2009 the Company made a decision to incorporate TB into their “six baseline testing” making this a “seven baseline testing”, still in line with our 3 key focus areas: Prevention, Detection and Treatment. • Stress in the Workplace became a big concern and GMSA embarked on a Stress Workshop for employees. This has become part of our programme.

9. GMSA also embarked on a partnership with SABCOHA to get their suppliers to develop effective workplace programmes. At the same time the idea of getting the spouses and children of employees tested on a voluntary basis became reality and we are in the process of negotiating with the ILC (Ibhayi Living Centre) to assist in this project. Employees recently enjoyed massages onsite to ease stress SABCOHA participants recently participated in a wellness day for high school learners in Motherwell

10. External The Company supports a number of events and projects externally: • A schools project annually. Every year 2 years we “adopt” a school and propose a four-pronged approach to ensure Health and Wellness becomes an integral part of the school. This entails: - Training on Health and Wellness with regard to HIV & Aids as well as a refresher course - Educator Training on integration of HIV & Aids into and across the curriculum - Development of an HIV & Aids School Programme and Policy - Project Management – school involvement in school and surrounding community planning special programmes We are also including the school Peer Educators to join the Haven visits together with GMSA Peer Educators.

11. We entertain the children at The House of Resurrection and Masakhe Havens bi-annually. This has become an event that

12. Retirees • Health care is probably one of the most complex issues facing retirees today and a particular success for us, is our on-site medical facility through which we are able to offer retirees a significantly more affordable alternative to traditional healthcare. • During the first phase of the service the focus was clearly on making pensioners aware of the service and also to assess the position in which pensioners find themselves. This objective was successfully reached through the method of personal home visits. Approximately 80% of the pensioner group was visited by the Social worker. Information was gathered by means of a basic assessment form which reflects the pensioner status in terms of health, housing, income etc. The concerns reflected were related to the following: • high medical costs • pensioners living in poverty • pensioners being abused financially by extended family members • family problems • a database that was not completely reliable • The second phase was to provide assistance to pensioners to meet the needs identified in phase one. This included:

13. 1. The Primary Healthcare clinic commenced in January 2002 and demonstrated gradual growth in the number of pensioners joining and regularly making use of its services. The continuous evaluation of services led to the introduction of benefits such as funeral benefit for local pensioners which was introduced in April 2003. Pensioners are transported to the clinic 3 days a week. • Additionally, the company’s extensive retiree stakeholder programme sees that a number of business, community and social development projects are being driven by retirees. The success of the programme has grown to such an extent that an additional social worker was taken on in 2004. In 2005 the programme in its entirety, required an investment of R12.5 million from GMSA. • 2. Primary Healthcare Benefits: • total dentures • total spectacles • eye care • pap smears • prostate specific • antigen • pathologist • ambulance service • chronic medication • hearing aids • wheelchairs • transport

14. 3. Health Education: Repeated health tasks and workshops are given to different groups attending the clinic. • It is evident that this service offers much needed support for the pensioners especially with the rise in medical aid costs and the minimum pension that is received by some of them. • Counseling forms a crucial part of the post employment program. Home visits are done and generally counselling takes place at the home of a retiree. Common situation dealt with include elderly abuse, family problems, elderly care, institutional care and placements. • Community Development: It is important for people to be involved in their own development. Pensioners are therefore encouraged to participate in community projects initiated by themselves because they understand their needs best. The community projects provide an opportunity for widows and spouse pensioners to develop new skills related to small business and ultimately contributing towards their personal growth and development. It has also helped identifying hidden talents and interests that are being developed and provide the pensioners with a sense of achievement. Pensioners involved in community projects receive ongoing feedback and support as a form of monitoring and evaluation.

15. Projects include: • Gardening Service • Picture Framing • Catering Project • Carpentry – Zanethemba • Educare Project Retiree in action with his gardening service

16. Remembering those who died of HIV Aids Social, entrepreneurial and sporting activities are an integral part of the Retirees programme Employees enjoy on-site medical health care