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Employment Equity – Analysis

Employment Equity – Analysis

Blueprint Summary

The spirit of the Employment Equity Act (EEA) is to ensure that workplaces are free from unfair discrimination and to ensure that employers take active steps to promote equal opportunities and fair employment and workplace practices. At KAP the vision is to go beyond compliance in that this platform creates a positive platform for meaningful employee engagement. The following Sets of Blueprints takes divisions through each of the required steps in the process and provides the minimum requirements for Legislative and Group Compliance:

  • Awareness
  • Consultation
  • Analysis
  • Plan
  • Monitoring & Evaluation
  • Reports

Appointment of Senior Manager Responsible for Employment Equity:

In terms of Section 24, subsection 1, it is mandated that the C.E.O appoint a Senior Manager Responsible for Employment Equity on behalf of the C.E.O.

Requirements to do a Workplace Analysis:

According to section 19(1) of the Employment Equity Act, designated employers 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; this will be applicable to all the South African companies within the KAP Group The outcome of this analysis is contained in a document called the EEA12. This blueprint assist to clarify the steps required to successfully obtain the required information, as prescribed, in order to populate the EEA12

Process flow

Process Specification

Process Owner

Stakeholder(s)

Recording Requirements

Storage Requirements

Reporting Requirements

Audit Requirements

Notifications

Reminders

Transparency & Communication

Knowledge & Skills

System

Workflows

Legislation & Governance

Templates, Forms, Guides and Work Instructions

The Process

  • Appointment Letter of Senior Manager Responsible for Employment Equity.
  • Completed EEA1 Form.
  • Completed EEA12 Form
  1. QUALITATIVE ANALYSIS
  • BARRIERS AND AFFIRMATIVE ACTION MEASURES, ANALYSIS OF THE WORKING ENVIRONMENT AND THE ANALYSIS OF DIVERSITY (policies, procedures and/or practice)

In order to conduct an analysis of policies, procedures and/or workplace practices to identify potential barriers to EE and propose appropriate affirmative action measures, each division needs to conduct an EE Survey at the onset of the EE Plan or 6 months prior to the expiry of a current EE Plan. This standardised questionnaire should contain questions on all potential barriers and should be in a format/language that is easily understood by the entire workforce. This will ensure increased participation and accurate interpretation of the questions asked. The results of the survey are used in the preparation of the EEA12. Evidence should be available for this qualitative analysis process.

The following workplace categories are prescribed by The Department of Labour for Analysis:

  • Recruitment Procedures
  • Advertising Positions
  • Selection Criteria
  • Appointments
  • Job Classification and Grading
  • Remuneration and Benefits (Equal Pay for Work of Equal Value)*
  • Terms and conditions of employment
  • Work Environment and facilities
  • Training and Development
  • Performance and Evaluation
  • Succession and experience planning
  • Disciplinary Measures
  • Retention of designated groups
  • Corporate Culture
  • Reasonable Accommodation
  • HIV and Aids Prevention and Wellness Programs

*Refer to Code of Good Practise on Equal Pay/ Remuneration for Work of Equal Value – Section 54(1) of the Employment Equity Act, 1998 (Act No 55 of 1998 as amended)

  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.

 

2.1 SNAPSHOT OF WORKFORCE PROFILE

 The required information for this profile is available in the prescribed format and available in PSIber 2.0. the system. The classification of occupational levels are automatically linked with Job Titles and Job Grades which is available on the Position Management Register. Race, Gender, Occupational Level, Disability status is information that is mandatory for completion when an employee starts with the company.

 The output of this requirement will be a predefined report within the Employment Equity Module out of Psiber 2.0 (EEA2). The information contained within this report is used to populate the EEA12.

  • 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

Following the compilation of the workforce profile, divisions need to conduct the quantitative 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 Economically Active Population (EAP) Figures to the percentage of representation of each of the above-mentioned categories in 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 manager responsible for EE should 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, BBBEE requirements, succession and development plans and any other relevant documentation in addition to the visible difference between actual employment percentages and the EAP.

Further analysis is required in terms of Income Differentials. The EEA4 report will indicate current status for the division. This output is a predefined report within the Employment Equity Module out of Psiber 2.0. Divisions are required to do a baseline analysis of all remuneration details and record reasons for discrepancies as per requirements of the Equal Pay for work of equal value regulations. This information will feed into actions for the EE Plan. Information needs to be available for potential legal cases and Department of Labour Audits.

After the initial strategies and numerical goals have been drafted, in the EEA12 Template, the manager responsible for EE starts engaging and consulting with the relevant stakeholders on the feedback following the analysis and discuss proposed action plans. A record should be held of these engagements through minutes and attendance registers. The reviewed EEA12 report will then feed into the EE Plan (which is discussed in a separate Blueprint).