Employment Equity - Breaking the Barriers

November 14, 2019

AM2PM / 13 NOVEMBER 2019 - 15.15 / ANUSHA MARIEMUTHU

 

 

 

Are you shifting paradigms, changing behaviour, achieving an equitable an EAP representative workforce and making valuable long-term strategic contributions to the economy or are you just transacting at an operational level to achieve Employment Equity compliance in your organisation?

 

Is your organisation a Good Corporate citizen and Employer, who continuously contributes towards South Africa’s progress as a country, economically and socially by empowering your employees through training, development, opportunities for growth and promotion.  Are you an equal opportunity employer who ensures that the objectives of the Employment Equity Act is achieved?

 

 

The purpose of the Employment Equity Act, No 55 of 1998 is to achieve equity in the workplace by

  1. promoting equal opportunity and fair treatment in employment through elimination of unfair discrimination

  2. and implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups, in order to ensure equitable representation in all occupational categories and levels in the workforce.

 

So how do we start doing this?

 

All designated employers must, in terms of Section 21 of the Employment Equity Act of 1998 must submit an

 

1. Employment Equity Report (EEA 2)

2. and an Income Differential Report (EEA4) report annually.

 

The next reporting deadline for 2019 is 15 January 2020, for organisations to report electronically online.

 

NOTE : Designated employers who do not report can be liable for fines of up to 10% of Turnover for non-compliance.

 

 According to the Employment Equity Act, No 55 of 1998 the Duties of a Designated Employer are

  1. To implement affirmative action measures for designated groups to achieve employment equity. 

  2. In order to implement affirmative action measures, a designated employer must: 

• consult with employees on the barriers to achieving equity in the workplace;

• conduct an analysis of the workforce to ascertain the current workforce profile and understand the gaps which need to be addressed in the Employment Equity Plan

• prepare an employment equity plan which addresses the measures/remedies that will be adopted to achieve a fair and equitable workplace and workforce; and

• report to the Director-General on progress made in the implementation of the plan.

So, what are Affirmative Action measures?

 

AA stands for Affirmative Action and EE stands for Employment Equity.

 

 “Employment Equity refers to a workplace that employs the right number of people from different race and gender groups and Affirmative Action is a way of reaching Employment Equity. “

(Source: PNET)

 

In terms of Section 15 of the Employment Equity Act Affirmative action measures are measures intended to ensure that suitably qualified employees from designated groups have equal employment opportunity and are equitably represented in all occupational categories and levels of the workforce. 

 

 Such measures must include: 

 

• identification and elimination of barriers with an adverse impact on designated groups; 

• measures which promote diversity and inclusion; 

• making reasonable accommodation for people from designated groups; 

• retention, development and training of designated groups (including skills development); and

 • preferential treatment and numerical goals to ensure equitable representation.

 

Every designated employer needs to have an Employment Equity Plan in place. The Employment Equity plan is a framework that provides the designated employer the opportunity to adopt measures to  achieve Employment Equity in the workplace by assisting the employer in identifying barriers that exist  and measures to remedy these.

 

(Source: Employment Equity Act, No 55 of 1998.  URL : www.dol.gov.za)

 

Always keep your ALL employees informed (through townhalls, performance reviews, newsletters), get feedback and tell them how your Employment Equity and Transformation journey is proceeding.

This will keep them engaged and energised to make it a success.Make it a part of your company DNA and the way that you do business!

 

Anusha Mariemuthu is a passionate, seasoned Transformation and Human Resources professional with a myriad of experience that spans across all pillars of the scorecard, Employment Equity, Learning and development. Contact her on anusha@am2pm.co.za

 

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LINK : www.am2pm.co.za

 

 

Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER

 

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