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