AFFIRMATIVE ACTION POLICY AND EMPOWERMENT EQUITY PLAN

EXECUTIVE DECISIONS - MULTI-CULTURAL DEVELOPMENT PROGRAMME

Our vision at Executive Decisions is to maintain and structure ourselves being a truly Southern Africa business in terms of race, gender and culture. While transformation is our overriding vision, it is underpinned by our aim to create an organisation where diversity in the service sector is valued and harnessed.

APPROVAL

The Members and Management have approved the basic principles of the policy.

POLICY

This policy applies to all employees and key components include:

• The elimination of any form of discrimination or harassment. This includes any acts or threats that interfere with the performance at work of any individual or group on account of race, gender, sexual orientation, disability, belief or religion.
• The appointment of and conditions of service for all staff is non-discriminatory and the selection procedures are transparent.
• The requirements for all jobs are clearly formulated and all appointments are made on merit. Those appointed must be able to satisfy performance requirements.
• The intention is to create a culture of high performance standards to the benefit of both the Directors and the company employees.
• The Members and Management have been responsible for implementing this policy, which is ongoing to ensure objectives is achieved.
• The Company is focused on personal growth, coaching and mentorship of company employees.
  
  

EMPOWERMENT POLICY

It is a necessary component of an equal opportunity policy. Both are essential to redress the consequences of earlier policies that placed certain people at disadvantage.

At the same time, the Members recognises that, in order to achieve long term aims, a short term “quick fix” is not a solution. Any “quick fix” or token appointments are a sure route to failure. In the same way, EXECUTIVE DECISIONS will introduce careful integrated systematic approach quotas, either on a gender or racial basis. No members of the EXECUTIVE DECISIONS staff will be excluded from developmental or promotional opportunities.

Provision will be made for personal development, based on consistent achievement of required standards. Imbalances when identified will be addressed by specific initiatives, which will ultimately change the management / decision-making structures within the company, as well as the composition of the EXECUTIVE DECISIONS staff.

Programs, initiatives and targets to redress historical imbalances have been put in place. Achievement of our vision is fraught with challenges. We are also determined that we will not resort to tokenism or unfair human resources practices to realise our targets. To succeed therefore, our multi-cultural development program must be managed as a dynamic process, driven at the highest level.

Our aim is to ensure that we have relevant and credible initiatives that will achieve ongoing transformation in our company. To maximise effectiveness, we have taken a multi-phased approach, focusing on blacks, women and the disabled, while prioritising the recruitment, retention, development and advancement of African blacks.

TRANSFORMATION IS ESSENTIAL BECAUSE:

•  It's the right thing to do
From a social, moral and humanitarian perspective.

•  It is a bottom line fundamental
To achieve our aggressive growth targets in a changed business environment.

•  It's a human resource necessity
We need more people. Diversity adds strength and value to our business.
It creates an environment for individuals to learn, grow and develop their unique potential.

•  It is critical for our region's development
Southern Africa needs more business professionals.

NOTE ON TERMS & DEFINITIONS

In line with the Employee Equity Act, “Black” refers to all people of Indian, African Black and Coloured population groups. Where African blacks are specifically defined, this group will be referred to as such.

Executive Decisions holds a 50% shareholding in Federal Gaming Cape PTY Ltd.
Executive Decisions is the Empowerment Component of Federal Gaming Cape PTY Ltd.

Andre Johnson the Executive Member of Executive Decisions, holds the position as Managing Director of Federal Gaming Cape PTY Ltd. He is thus also responsible for the Managing and Operational planning of Federal Gaming Cape PTY Ltd

The Company functions being self-sufficient with none our core businesses being sub-contracted.

DETAILS ON RECRUITMENT AND SELECTION POLICIES.

The key to success in security operations is the quality of one's people. We strive to ensure that the highest calibre of personnel are employed at that stringent measures are enforced when recruiting new members for our security services and we therefore subscribe to the following: -

• Success breed's success attracts best people who want to be associated with that success and best people sustain that success.
• Thorough screening and testing of people before employing them applies and we actively look for calculated risk taking and courage of conviction and then go out and seek the best possible human material in this regard.
• We understand that empowerment needs to be embraced and seen as an investment and not a cause for pessimism.
• We endeavour to hire people for a career, not for a job, determine their shortcoming, and allow the training and development centre to turn weaknesses into strengths. We focus on employability and not employment.
• Where possible we always promote from within.
• We celebrate innovation
• We provide share equity schemes
• We create ways of recognizing excellence, for example our Most Valuable Associate program
• We provide options
• We praise lavishly where it has been earned
• We use bonuses to motivate personnel
• We constantly measure workforce satisfaction.