Overview
Chapter 13 establishes a comprehensive framework for conducting policy and procedure audits within organisations, with particular emphasis on identifying and addressing barriers to Employment Equity implementation.
Objective
To provide practitioners with a structured methodology for conducting thorough audits of organisational policies, procedures, and practices whilst ensuring compliance with Employment Equity requirements.
Purpose
To enable organisations to systematically evaluate their existing policies and procedures, identifying potential barriers to transformation whilst ensuring comprehensive coverage of all required policy areas.
Chapter 13 presents a systematic approach to policy and procedure audits, establishing a comprehensive framework that encompasses all aspects of the employment relationship. The chapter begins by outlining a detailed table of contents for the audit process, ensuring systematic coverage of all relevant areas.
The audit framework is structured into four primary sections: policy audit, procedure audit, practice audit, and staff audit. This systematic approach ensures comprehensive evaluation of all aspects of organisational operations that might impact Employment Equity implementation.
The policy audit section requires examination of all company policies relating to three distinct phases of employment: commencement, ongoing employment, and termination. For each policy, the audit framework requires evaluation of applicability and validity, followed by specific examination for any form of harassment or discrimination. This includes both direct and indirect forms of unfair discrimination, with particular attention to discrimination on prohibited grounds.
The procedure audit mirrors this structure, examining operational procedures across the same employment phases. This parallel examination ensures consistency between policy intentions and practical implementation. The framework requires careful consideration of how procedures might create or perpetuate barriers to Employment Equity implementation, even when underlying policies appear non-discriminatory.
The practice audit section acknowledges that organisational practices might deviate from formal policies and procedures. This section requires examination of actual workplace practices, ensuring that informal practices do not create barriers to Employment Equity implementation. The framework emphasises the importance of identifying discrepancies between formal requirements and actual practices.
The staff audit section introduces a human element to the evaluation process, requiring information collection through staff interviews and surveys. This section emphasises the importance of employee feedback in identifying barriers that might not be apparent through document review alone. The framework includes provisions for employee attitudinal and climate surveys, ensuring comprehensive capture of workplace experiences.
The chapter provides a detailed checklist of required policies and procedures, identifying twenty-four essential policy areas that organisations must address to comply with Employment Equity requirements. These range from advertising positions to workplace environment and facilities, ensuring comprehensive coverage of all aspects of the employment relationship.
Particular attention is devoted to harassment and unfair discrimination prevention, with the chapter providing a detailed framework for policy development in this area. The framework encompasses five key areas: organisational prevention and elimination of harassment, protected grievance procedures, corrective actions and sanctions, emergency procedures, and professional counselling processes.
The chapter emphasises the importance of systematic documentation throughout the audit process, requiring maintenance of detailed records for all evaluations and findings. This documentation requirement ensures organisations can demonstrate thorough examination of their policies and procedures when required.
The framework establishes clear requirements for policy and procedure revision where deficiencies are identified. It emphasises the importance of maintaining current and effective policies, particularly in areas crucial to Employment Equity implementation.
Throughout the book, emphasis is placed on practical implementation considerations whilst maintaining compliance with Employment Equity requirements. The chapter successfully combines theoretical understanding with practical guidance, providing practitioners with the tools needed to conduct effective policy and procedure audits.
This comprehensive treatment of policy and procedure audits provides organisations with clear guidance for evaluating their existing frameworks whilst ensuring compliance with Employment Equity requirements. The chapter’s systematic approach, combined with its thorough coverage of requirements, makes it an essential resource for organisations committed to effective Employment Equity implementation.
The chapter achieves its purpose of providing a structured audit framework whilst ensuring practical applicability. Its thorough treatment of each audit component, combined with practical implementation guidance, creates an invaluable resource for organisations undertaking policy and procedure evaluations in support of Employment Equity implementation.
Read more: Chapter 14
Implementing Employment Equity. Available on paperback
