This concern is central to sustainable development initiatives, in particular
where non-renewable resources are concerned. The key question in Myanmar was how
to develop the gas while delivering positive benefits to the country's people, in particular
villagers in the pipeline region. Total E&P Myanmar's Code of Conduct
responds to this crucial question in the following manner.

Train and develop local employees
Nearly 90% of the project workers were Myanmar nationals. An even
higher percentage, almost 95% was reached in 2005, for operating phase
employees (including employees from subcontracting companies) holding
much more skilled jobs. A wide array of training programs was offered
during the
construction phases, in line with needs for builders, welders, mechanics,
foremen, heavy equipment operators and managers. This had a positive
impact on individual qualifications and the technical capabilities
of local
subcontractors.

Transfer technology and expertise
Around 100 local managers and technicians spent 18 months to two years
working in the Group's centers and subsidiaries in Abu Dhabi, Indonesia,
Thailand and other countries, acquiring the skills required to operate the
project themselves.

Help improve the quality of life in the concerned
area
This was the aim of the Socio-Economic Program (SEP) launched in 1995, which focuses on
four key areas: health care, education, economic development and infrastructure
construction.