EMPLOYMENT EQUITY

Practicalities and Strategies

Winston OwenOwen, Adendorff & Ass. (Pty) Ltd

SOME PRACTICALITIES

Now What?

“Be Assiduous in Compliance”

• Consultants’ guidance

• Internal Champion Driving - SMR

• Internal Administrator Recording

Senior Manager Responsible

• Executive Authority• Reports to CEO• Appointment Letter

– Detailed– Signed Off

• Job Description / KPA / KPI• OHSACT Approach (Cascade)• Awareness, Training & Exposure • Has an EE Budget

Proof of Consultation

1. Committee Members• Acceptance of Representation• Letter of Appointment(?)

2. Meeting Attendance

3. Regular Meetings

4. Meeting Minutes Signed:• Manager• Employee Rep

Proof of Analysis

1. Policies & Procedures

2. Practices & Company Culture

3. Workplace environment

4. Demographic Table against EAP

- Committee vs. Sub-committees

Committee Meetings

1. Analysis of Barriers & Discrimination

2. Numerical Goals & Targets

3. Annual Objectives

4. Final Plan

5. Monitoring Implementation

6. EEA2

Communication

• Establish Feedback Loops

• Assist / guide representatives

• Allow time off

• Allocate resources

The Plan

• Duration: 3-5 yrs

• Analysis: Group comparison with EAP

• Numerical Targets

• Numerical Goals

• Annual Objectives

Monitoring

Annual or Bi-Annual

• Progress Made

• Success Factors

• Communication to: – Top Management– Employees

The EEA2 Report

• Consultative– Reasons for shortfalls against Targets– Achievement of Objectives

• Retention & Terminations• Training

• Complete S 13.2 & 13.3 in detail

Balancing the Figures

• Previous Submission

• Less Terminations

• Plus Recruits

• Promotions

• = Current Year

EEA4

Income Differentials:– Detail Reasons– Refer to the position that created the variance

HIV/AIDS

• HIV Policy– Consultative– Aligned to new Codes

• Shop Floor Knowledge – Policy – Programmes

“Reasonable Accommodation”

Reasonable AccommodationDoL Expectations

1. Adapt existing structures and facilities;

2. Re-organising workstations;

3. Adapting or acquiring new equipment;

4. Provide training and support.

5. Change training & assessment materials;

6. Re-assign non-essential functions of jobs;

7. Adjust work time, leave periods & duration

Disabled

DTI - 3% of Employees

DOL – 4% of Employees

Recruit & make reasonable accommodation

SOMEAFFIRMATIVE ACTION

STRATEGIES

Key Principles

1. 20-12-8-3

2. Long Term Approach

3. EQ & Soft Skills

4. Mentoring

5. Retention above Remuneration• Loyalty• Belonging (Family)

Internal Candidates

1. Develop a Culture of Learning

2. Computer Skills

3. Mentorship

4. Soft Skills – Life Skills– Reducing Conflict– Personal Finance– Business Ethics

Recruitment Channels

• Isolezwe

• Instructions to Personnel Agency

• Schools

• Techs

• Universities

• ESDA

ESDA’s

• Dept of Labour Data base

• Apprenticeships

• Learnerships

• Entry level recruitment

• Skilled Positions

Schools

“Adopt a School ... Or 2”1.Work Experience2.Grade 7 & 8: Math & Science

– Sponsorship of Fees & Food– Holiday Programmes– Podcast Programme - www.ppreducation.com

3.Effective Life Skills Training1. World Changers Academy2. Fli Hi

Tertiary Bursaries

• FMI

• Blendcor

• Beier Envirotec

Remember: Apply the 5 Key Principles