Employment Equity Act, 1998

10 Steps to an Employment Equity Plan

Employment Equity Act

1 0 ste ps

S tep 4A n a lys is

S tep 3C o n su lta ion

S tep 2C o m m u n ica tion ,tra in ing

S tep 1A ss ig n R esp o n s ib ility

P rep a ra tionP ha se

S tep 8P la n C o m m u n ica tion

S tep 7A llo ca tio n o f R e so u rces

S tep 6T im e F ra m es

S tep 5A ff irm a tive A c tion O b je c tive

Im p le m e n ta tionP ha se

S tep 10R e p o rt

S tep 9M o n ito r, E va lu a te

M o n ito ringP ha se

Step 1 : Assigning Responsibility

E E managers should be permanent employees

They should report directly to the CEOThey must have key Employment

Equity Outcomes incorporated into their contracts of employment

They need the necessary authority, budget and mandate.

Step 2 -Communication, awareness and training

All employees should be made aware of the content and application of the Act.

They must be sensitised with regards to employment equity and anti-discrimination issues.

They must be made aware of the need for participation of all stakeholders.

They must be informed with regards to the process to be followed.

Step 2 : Communication, awareness & training

Managers should be informed of their obligations in terms of the Act

They should be offered training in diversity management & related skills

They must understand that discrimination can be direct,indirect, or as a result of inaction or victimisation

Step 3 :Consultation

Employee reps from designated and non-designated groups and all occupational levels must be included in the consultative forum.

Senior Management, including the managers assigned with the responsibility.

Step 4 : Analysis

All employment policies, procedures, practices and the working environment need to be audited/assessed

The intention is to identify barriers that may contribute to the lack of affirmation of diversity.

Further, to identify factors that positively promote employment equity and diversity in the workplace

Step 4 : Analysis

The following should be reviewed: Employee benefits arrangements,Working conditions,Disciplinary practices,Number and nature of dismissals, Practices relating to management of

HIV/AIDS in the workplace.Any other issues that may be tabled at the

consultative forum.

Step 4 : Analysis

A workplace profile to establish the extent of under-representation of employees from the designated groups in different occupational groups and levels of the employer’s workforce.

Step 5:Affirmative Action measures and objectives

Are those measures that need to be taken to address the employment policies, procedures, and working conditions that were identified in Step 4 as having adverse effect on the employment and advancement of members of designated groups.

For each specific practice identified, an affirmative action measure needs to be formulated.

Step 6 : Time Frames

The duration of the plan should be between 1 and 5 years

The consultative forum should decide on the duration of their plans given their particular circumstances and the time frame in which they can make progress.

Step 7 : Resources

There should be adequate resources including:

budget,infrastructure and any other resource that may be

appropriate in the circumstances.

Step 8: Communicate the plan

Communication should inform stakeholders:

1.who is responsible for the implementation;

2.where information regarding the Plan can be obtained;

3.objective and duration of the Plan4.dispute resolution mechanism

Step 9: Monitoring of the plan

Employers should keep records of the planImplement mechanism to monitor and

evaluate the planEvaluate progress at structured intervalsReport on progress to the consultative

forum and all stakeholdersReview and revise the plan.

Step 10: Reporting

Two reporting forms must be completed EEA2 - EE Report,

EEA 4 - Income DifferentialsSecond report includes a progress

report

Step 10: Reporting

150 or more employees, report annually on the first working day of October.

Less than 150 employees, report bi-annually i.e. on every year that ends with an even number.

D.G. REVIEWS

SECTION 43 1.The Director-General. may conduct a

review to determine whether an employer is complying with this Act.

D.G. REVIEWS

2.In order to conduct the review the Director-General may :

(a) Request an employer to submit a copy of its analysis or Employment Equity Plan;

(b) Request an employer to submit any book, record, correspondence, document or information that could reasonably be relevant to review of the employer`s compliance with this Act;

D.G Review continue

(c) Request a meeting with employer to discuss employment equity plan, the implementation of plan and any matters related to compliance with this act ; or

D.G. Review continue

(d) Request a meeting with employee or trade union consulted in terms of section 16; workplace forum ; or other person who may have information relevant to the review.

THANK YOU