How to: Transform an organisation using Employment Equity affirmative action

How to: Transform an organisation using Employment Equity affirmative action

How to: Transform an organisation using Employment Equity affirmative action

How to: Transform an organisation using Employment Equity affirmative action.

Affirmative action measures are measures designed to ensure that “suitably qualified” people from designated groups have equal employment opportunities and are equitably represented in all occupational levels in the workforce of a designated employer.

Affirmative action measures must include:

  • Measures to identify and eliminate employment barriers, including unfair discrimination, which adversely affect people from designated groups.

  • Measures designed to promote diversity in the workplace based on equal dignity and respect of all people.

  • Making reasonable accommodation for people from designated groups in order to ensure that they enjoy equal opportunities and are equitably represented in the workforce of a designated employer.

  • Retain and develop people from designated groups and implement appropriate training measures, including measures in terms of the Skills Development Act, No 97 of 1998.

  • Ensure equitable representation of suitably qualified people from designated groups in all occupational categories and levels in the workforce. These measures include preferential treatment and numerical goals but exclude quotas based on the National and or Provincial Economic Active Population below

National economically active population by race and gender

National organisations must aim to attain and comply with and set numerical goals to achieve the national economically active population ratio (NEAP) in the organisation.

How to: Transform an organisation using Employment Equity affirmative action

National EAP 2019-2020

National EAP 2019-2020

Provincial EAP by Population Group/Race and Gender.

National organisations must aim to attain and comply with, and set numerical goals to achieve the provincial economically active population ratio (PEAP) ratio in the organisation.

Provincial EAP by Population Group Race and Gender

EAP 2017 -2018

Transform the organisation.

Since moving onto the new electronic system the Department of Labour has been relying on its system to flag organisation that don’t improve their employee profile numbers and flag the system for an inspection if the numbers stagnate from one year to the next or are moving away from the National economic active population ratio.

Achieving transformation

In order to achieve transformation, the organisation have to remove all barriers to employment, effectively making it easier from people from the designated group to obtain employment with the organisation.

The organisation must also accommodate employees from the designated groups in order to increase the number of employees from the designated group, in practice, this is not always possible. However, the organisation must keep records of all reasonable accommodations made for employees from the designated group.

In order to achieve the ratio required by the Department of Labour, the organisation must replace employees leaving the organisation with employees from the designated group. The Act requires the organisation to do everything in its power to attract and retain employees from the designated group.

Share..

Stephan du Toit

Stephan du Toit

Senior Advisor Employment Equity. Specialist in emergency Employment Equity and Labour compliance for organisations. Find more information on implementing employment equity in my other articles or visit our website to enroll for the next employment equity training course.

Are you having difficulty with employment equity? Please don't hesitate to contact me.

All rights reserved. No part of this text, article, and or book may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, recording or any information storage or retrieval system without permission from the copyright holder. The Author has made every effort to trace and acknowledge sources/resources/individuals. In the event that any images/information have been incorrectly attributed or credited, the Author will be pleased to rectify these omissions at the earliest opportunity. For further information please contact the author at stephan@employmentequity.co.za