BEECHAMBER
EMPLOYMENT EQUITY
Struggling to meet Employment Equity targets as a designated employer?
Concerned about passing Department of Labour and Employment (DoEL) inspections? Benefit from our expert guidance in Employment Equity and B-BBEE compliance, driving a structured change for sustainable transformation
Our Employment Equity Services model covers everything from compliance assessments to developing strategic plans and progress reporting to ensure your organization meets all requirements and can claim Management Control points on your B-BBEE Scorecard.
Employment Equity
If you're a designated employer seeking sustainable Employment Equity compliance that withstands Department of Labour and Employment (DoEL) scrutiny, you've come to the right place.
Balancing compliance and transformation in Employment Equity is crucial for long-term success, attracting top talent and promoting a positive brand image. Essentially, Employment Equity Plans which are driven by an equal mix of compliance and transformation are the ones that harness optimal results.
The BEE Chamber's Human Capital Services (HCS) is versed on all employment equity and B-BBEE legislation that will uniquely support organisations which qualify as designated employers. The HCS Team drives the change management process, facilitating stakeholder ownership, thus ensuring you meet the obligations of a designated employer and therefore withstand an inspection by the DoEL.
The Employment Equity Services model was designed to help your Human Resources Department to reach its employment equity mandate in line with the requirements of the Employment Equity Act.
Managing Employment Equity under the BEE Chamber Human Capital Services model means that your organisation will not only meet legislative requirements, but will move transformation from being a prerequisite mandate to becoming part of your organisation's culture. The goal is driving a structured change in behaviour, with a co-ordinated plan of action that supports sustainability, thus the leverage of being an employer of choice.
The HCS Team has already implemented Employment Equity projects in several sectors, such as the ICT, construction, marketing and communications, financial and business services, wholesale and retail, pharmaceutical, automotive, manufacturing, textiles, mining and tourism.
Our Human Capital Services employment equity model considers the following:
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Passing the test following a DoEL inspection.
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Consideration for the national Economically Active Population (EAP) targets when making recruitment, training and promotion decisions.
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Strategically aligning your Employment Equity Forum with management as a strategic partner throughout your organisation’s transformation process.
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Developing your Employment Equity Forum to act as a strategic partner.
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Understanding how management decisions can impact your Management Control B-BBEE score.
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Ensuring your decision-makers have the necessary technical Transformation knowledge and skills as to the requirements of the Employment Equity Act and all peripheral legislation.
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Informing your workforce at all occupational levels of the risks of stereotyping, unconscious bias and discrimination, as well as the remedial action to eradicate these.
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Developing a formal internal transformation communication strategy and its implementation.
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Up-skilling decision-makers so they can meet employment equity requirements as part of their KPIs.
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Adaptation of Human Resource policies to align with employment equity and transformational needs.
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Encourage your Line Managers to support transformational imperatives.
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Ensuring your organisation's leadership leads by example and takes ownership of transformation imperatives in every area of their function, including documenting milestones and shortfalls.
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Supporting open communication between the Employment Equity Forum and your overall workforce.
The Human Capital Services framework supports an Employment Equity Plan in line with the expectations in the Employment Equity Act, which rolls out as follows:
Compliant Assessment:
Identify and address gaps in the requirements of a designated employer to ensure peace of mind during a DoEL inspection.
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Leadership Information Sessions:
Engage with leadership about the Employment Equity requirements to ensure it is aware of the risks and consequences of non-compliance. Interaction incorporates broadening the strategic scope from a compliance approach to a transformational one, for assimilation into roles and responsibilities to meet organisational transformational milestones.
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Workforce Information Sessions:
1) Provide information sessions to ensure the workforce understands the areas of essential Employment Equity compliance. The specific focus is on the role of the Employment Equity Forum so that its members can nominate the best representatives.
2) Iron out the role and function of an Employment Equity Forum, ensuring proper representation of employees and management.
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Employment Equity Forum Training:
1) Enable Employment Equity Forum members to champion transformation, as opposed to being merely a compliance forum. The process includes elucidating concepts like stereotyping, unconscious bias and the legacy of Apartheid, among others.
2) Provide the Forum with knowledge of the requirements of the Employment Equity Act.
3) Ascertain the role and function of the Forum, leading to better collaboration with other stakeholders, such as the leadership team and line managers.
4) Direct the Forum to effectively incorporate Skills Development to your overall benefit.
5) Incorporate processes whereby an Employment Equity Forum can independently regulate itself from a set of agreed rules. An informed and empowered Employment Equity Forum will have a real and significant impact on your organisation.
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Employment Equity Plan Development:
Develop a strategic Employment Equity Plan that exceeds basic compliance and significantly impacts your organization's ability to transform and remain sustainable.
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Employment Equity Progress Reporting:
Analyse data and develop reports to update the Employment Equity Forum, the leadership team and other stakeholders about the progress against the objectives laid out in the Employment Equity Plan.
- EE Report Submission:
Make annual submission of the EEA2 and EEA4 forms to the DoEL.
The Human Capital Service Team continuously communicates with all stakeholders about the transformation mandate to enable effective implementation. The team's goal is to provide peace of mind that your Employment Equity roll out is compliant within the required time frame to claim Management Control points on your B-BBEE Scorecard.
Why Choose Our Employment Equity Services?
Trust our Employment Equity Services for expert guidance and sustainable transformation. We ensure compliance with Employment Equity and B-BBEE legislation, guiding you through inspections and targets. Our comprehensive model covers assessments, planning, reporting, and more. Make transformation part of your company's culture and claim B-BBEE Management Control points. Trust our experienced team for effective change management and peace of mind.
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Invest in our Employment Equity Services and let us be your trusted partner.