Overview
Chapter 12 establishes a comprehensive framework for conducting qualitative and quantitative analyses of workplace policies and procedures within the context of Employment Equity implementation, focusing particularly on barrier identification and removal.
Objective
To provide a structured methodology for evaluating organisational policies and procedures, ensuring thorough identification and effective removal of barriers to Employment Equity implementation.
Purpose
To enable practitioners to conduct systematic analyses of workplace policies and procedures whilst maintaining consistency with Employment Equity objectives and legislative requirements.
Chapter 12 presents a methodical approach to analysing workplace policies and procedures, introducing a three-phase evaluation process that ensures comprehensive assessment of potential barriers to Employment Equity implementation. The chapter begins by establishing the fundamental importance of systematic analysis in identifying and addressing barriers to transformation.
The first phase of analysis requires practitioners to evaluate policies and procedures against four essential questions. These encompass examining whether policies are directly or indirectly discriminatory, assessing their validity and relevance to specific jobs, evaluating consistency of application across all employees, and confirming legislative compliance. This initial phase establishes the foundation for subsequent, more detailed analysis.
The second phase focuses specifically on analysing policies and procedures for direct or indirect discrimination against designated groups in five key areas: recruitment, promotion, advancement, retention, and remuneration and benefits. This phase ensures particular attention to areas crucial for Employment Equity implementation.
The third phase involves a detailed examination of policies and procedures against prescribed prohibited grounds. This comprehensive assessment covers multiple factors including race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, and birth.
The chapter emphasises the importance of barrier removal and redress, stipulating that organisations must consult with employees and trade unions regarding strategies for eliminating identified barriers. The book provides a structured approach to barrier removal, requiring clear descriptions of barriers, realistic and achievable strategies for their elimination, specific processes for removal, appropriate timeframes, and clear allocation of roles and responsibilities.
Considerable attention is devoted to the consultation and communication process, emphasising the importance of transparent communication regarding audit outcomes. The chapter notes that communication methods should align with organisational culture and established communication patterns, whilst ensuring effective engagement with Employment Equity Forums and other consultative structures.
The book provides detailed guidance on updating existing policies and procedures, acknowledging the particular challenges faced by organisations where policies are “secured” and require significant resources to modify. It establishes a systematic process for addressing problematic policies and procedures, emphasising the importance of prompt reporting and resolution of identified issues.
The chapter concludes with practical guidance on creating new policies and procedures where gaps are identified. It provides a comprehensive framework for policy development, beginning with information gathering and problem identification, through to implementation and monitoring of new policies.
Throughout the book, emphasis is placed on the practical application of analytical frameworks, ensuring practitioners can effectively identify and address barriers to Employment Equity implementation. The chapter successfully combines theoretical understanding with practical guidance, providing practitioners with the tools needed to conduct thorough analyses of workplace policies and procedures.
The systematic approach presented in this chapter ensures organisations can effectively evaluate their policies and procedures whilst maintaining compliance with Employment Equity requirements. The chapter’s practical orientation, combined with its comprehensive coverage of analytical requirements, makes it an essential resource for Employment Equity practitioners involved in policy evaluation and development.
The chapter achieves its purpose of providing a structured framework for policy analysis whilst ensuring practical applicability. Its thorough treatment of each analytical phase, combined with practical implementation guidance, creates an invaluable resource for organisations committed to effective Employment Equity implementation.
Read more: Chapter 13
Implementing Employment Equity. Available on paperback
