Categories

Employment Equity – Awareness

Employment Equity - Awareness

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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.

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Blueprint Summary

Before embarking on employment equity compliance, education is key. Ensuring that all employees are aware of what you are trying to achieve is vital. Creating awareness is managed through many different approaches including but not limited to:

  • The display of Employment Equity posters “Summary of the Act” (obtainable from the Department of Labour). The posters need to be displayed in all branches/warehouses/factories/sites.
  • Notices placed on all notice boards on the Overview and Purpose of Employment Equity.
  • Awareness sessions to explain what employment equity is, how we are going to implement it, the steps to compliance and the involvement of employees. Answering question around employment equity or addressing any concerns around the topic and/or process is vital to ensure buy-in.
  • Training sessions on the outline of the act and the responsibility of the employer.
  • Newsletters sent or supplied to all employees on the overview and purpose of Employment Equity.

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.

  • Employment Equity Act

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

    • Posters of Employment Equity Summary of Act
    • Signed Training Registers

Before embarking on employment equity compliance, education is key. Ensuring that all employees are aware of what you are trying to achieve is vital. Creating awareness is managed through many different approaches including but not limited to:

Display of Posters

  • The display of Employment Equity posters “Summary of the Act” (obtainable from the Department of Labour). The posters need to be displayed in all branches/warehouses/factories/sites.

Notices

  • Notices placed on all notice boards on the Overview and Purpose of Employment Equity.

Training

  • Awareness sessions to explain what employment equity is, how we are going to implement it, the steps to compliance and the involvement of employees. Answering question around employment equity or addressing any concerns around the topic and/or process is vital to ensure buy-in. Sessions should also include Training sessions on the outline of the act and the responsibility of the employer.
  • Attendance Register to be signed by all participants and stored by HR Department indefinitely.
  • Training may be conducted by either the HR Department or the Training Department.
  • It is encouraged that annual refresher training sessions be conducted.

Newsletters

  • Newsletters sent or supplied to all employees on the overview and purpose of employment equity.

 

END OF PROCESS