Categories

Employment Equity – Analysis

Employment Equity – Analysis

Warning!

The content of this page is currently under review by the KAP Group. Divisions are encouraged to start implementing the processes discussed on this page, as any adjustments requested by the Group should have a minor impact on the overall process.

This message will be removed once approval has been granted.

Blueprint Summary

A designated employer is required to conduct an analysis of their workplaces.

According to section 19(1) of the Employment Equity Act, a designated employer must conduct an analysis as prescribed, of its employment policies, practices, procedures and the working environment to identify employment barriers, which adversely affect people from designated groups;

Process flow

Process Specification

Process Owner

Stakeholder(s)

Recording Requirements

Storage Requirements

The person that is accountable for this specific process.

All parties that have a vested interest in this process.

Requirements that need to be recorded during this process. What, How, Where.

Requirements that need to be reported on during this process. What, How, When, Where.

Reporting Requirements

Audit Requirements

Notifications

Reminders

Requirements that need to be stored during this process. What, How, When, Where.

Requirements that need to be met in to comply with Auditing Regulations.  What, How, When, Where & Type of Audit Requirement.

Any Notifications that need to be Generated and/ or Actioned During this Process.

Any Reminders that need to be Generated and/ or Actioned During this Process.

Transparency & Communication

Knowledge & Skills

System

Workflows

 Any Transparency, Communication & Distribution Requirements needed for this Process.

 Any Knowledge & Skills required to successfully complete this process.

Links and Process within a system that directly relates to this Process.

Are there any Workflows that drive this Process? This can be Manual or NFE Workflows.

Legislation & Governance

Templates, Forms, Guides and Work Instructions

S.A. Board for People Practices

Any Legislation, Bodies, Processes, Policies that Govern this Process.

Links to Templates, Forms Guides and Work Instructions that are either to be used for application or as Guidelines to meet minimum requirements for this Process

Does this Process Align with SABPP. This can either be Fully, Partially or Not at All.

The Process

Inputs are all of the Elements deemed necessary to complete the process successfully.

  • Disciplinary Code
  • Evaluation of Offence
  • Generate Notice to Attend Hearing

Tasks are the Step-by-Step Actions to be taken to complete the Process.

  • Completed EEA12 Form

The employer is to establish a workforce profile to determine under-representation of designated employees & collect information and conduct an analysis of its policies, practices and procedures, to identify barriers affecting designated groups. This is achieved by furnishing the following required information:

  1. QUALITATIVE ANALYSIS
  • BARRIERS AND AFFIRMATIVE ACTION MEASURES, ANALYSIS OF THE WORKING ENVIRONMENT AND THE ANALYSIS OF DIVERSITY (policies, procedures and/or practice)

To conduct an analysis of policies, procedures and/or practice, barriers are identified and proposed affirmative action measures established to respond to such barriers. Please note that the information in the below template serves as a baseline to inform the ‘Barriers and Affirmative Action measures (non-numerical goals) in the Employment Equity Plan (EE Plan). Section 6

Template – Barriers and Affirmative Action Measures (EEA12)

  1. QUANTITATIVE ANALYSIS
    Section 19(2) of the EEA requires that a designated employer must include a profile, as prescribed of the designated employer’s workforce within each occupational level to determine the degree of under-representation of people from designated groups in various occupational levels in that employer’s workforce.

    For or a designated employer to comply with this provision, the following template should be utilised to furnish the required information.

2.SNAPSHOT OF WORKFORCE PROFILE
Workforce profile Information contained in the two tables below in terms of race, gender and disability is as at 01/07/2017. The first table contains information on all employees, including people with disabilities, and the second table only contains information on people with disabilities:

  • Template – Snapshot of all employees, including people with disabilities (EEA12)
  • Template Snapshot of people with disabilities ONLY (EEA12)

2.2     ANALYSIS OF WORKFORCE PROFILE BY OCCUPATIONAL LEVEL

Conduct the numerical analysis, separately, for each occupational level, for each race and gender intersection in terms of African male, Coloured male, Indian male, White male, African female, Coloured female, Indian female, White male, Foreign National male and Foreign National female.

This is done by comparing the EAP Figures to the percentage of representation of each of the above-mentioned categories in your workforce. In the first instance, list the current EAP figures, in the second instance, list the actual number of staff pertaining to your occupational level in question. In the third, indicate the percentage of staff you have on said level.

A similar analysis is done pertaining to the representation of people with disabilities (PWDs) without the Economically Active Population (EAP). The degree of under-representation of the designated groups is determined by taking into account the Economically Active Population as outlined in the EEA8 of these regulations.

After the initial discrepancies and areas of underrepresentation have been identified, the S24 manager would devise preliminary numerical goals (for staff complement) and the relevant strategies for achieving these goals /improving said gaps in diversity. This is typically done by examining the barriers causing said lack of diversity, recruitment strategies and procedures, BB-BEE Requirements, succession and development plans and any other relevant documentation in addition to the visible difference between actual employment percentages and the EAP.

After the initial strategies and numerical goals have been drafted, the S24 Manager would discuss this with the committee members for input/ suggestions/ changes and ensure that it gets implemented, given approval from the relevant stakeholders, before it gets transcribed onto the EEA12 template. Once this is signed off by the Employer, this constitutes the formal EE analysis and the information is added to the EE Plan.

END OF PROCESS