How To: Create objectives for each year of the Employment Equity plan
In this
section, the organisation is required to provide specifics as to what objectives it would like to achieve for every year linked to a specific date. The objectives must comply with the Department of Labour’s smart principle, which must be specific, measurable, attainable, relevant, and time-bound.
It is very important to note that the organisation must not overextend itself, as failure to comply with the objectives constitutes an implementation breach of the Employment Equity Act.
Possible Objectives.
The objectives required annually for the Employment equity plan can be any of the following:
1. Affirmative measures to remove the barriers to employment equity within a specific time as identified by the Employment equity committee when they completed the organisational analysis.
2. The achievement of specific numerical goals and targets, as identified by the employment equity committee when analysing the organisation using the EEA12 form.
3. Implementation of employment equity awareness training and development.
4. The implementation of training for designated employees as per the development pathway to achieve numeric goals and targets.
