Categories

Employment Equity – Plan

Employment Equity – Plan

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Blueprint Summary

The Employment Equity Plan refers to a completed EEA13 document, used as a base that indicates the company’s commitment to diversification and growth.

Barriers to employment equity (and their corresponding solutions) need to be listed on the EE Plan. Based on the completed Quantitative Analysis, found in the previously mentioned EEA12 document, the Employment Equity Manager and Employment Equity Committee need to identify a projected number of staff to be obtained, by race, gender and occupational level, by the end of the Employment Equity Plan’s duration.

This document would then feed into the rest of the activities of stakeholders previously identified (e.g. BB-BEE, Succession Plan, Recruitment Strategy, etc.) and needs to be signed off by the CEO, making it a legally binding document. Furthermore, this document will be used to measure progress made towards achieving the numerical goals stipulated for the end of the period.

Whereas the EEA12 Analyses indicate the degrees of underrepresentation of designated groups, the identified barriers to achieving diversity, the EEA13 Plan aims to document the respective numerical targets needed to redress this, as well as the specific solutions to the barriers identified.

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.

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

    • Completed EEA13 Form

The Employment Equity Plan refers to a completed EEA13 document, used as a base that indicates the company’s commitment to diversification and growth. Barriers to employment equity (and their corresponding solutions) need to be listed on the EE Plan.

Based on the completed Quantitative Analysis, found in the previously mentioned EEA12 document, the Employment Equity Manager and Employment Equity Committee need to identify a projected number of staff to be obtained, by race, gender and occupational level, by the end of the Employment Equity Plan’s duration.

This document would then feed into the rest of the activities of stakeholders previously identified (e.g. BB-BEE, Succession Plan, Recruitment Strategy, etc.) and needs to be signed off by the CEO, making it a legally binding document. Furthermore, this document will be used to measure progress made towards achieving the numerical goals stipulated for the end of the period.

Whereas the EEA12 Analyses indicate the degrees of underrepresentation of designated groups, the identified barriers to achieving diversity, the EEA13 Plan aims to document the respective numerical targets needed to redress this, as well as the specific solutions to the barriers identified.

After the Employment Equity Manager has conducted the respective EE Analyses, consulted with the Employment Equity Committee and other stakeholders, and the information ported into an Employment Equity Plan format, the EEA13 Needs to be expanded on. As per legislation, some of the key content required to be in the EE Plan must be established;

  1. The duration of the plan- cannot be less than one or more than five years
  2. Specific objectives that will be achieved for every year of the EE Plan need to be detailed on the EE Plan
  3. Where barriers have been identified, Affirmative Action Measures (solutions) need to be identified and listed on the plan, under the respective corresponding sections.
  4. Where respective demographics of designated groups are underrepresented, what the strategies are for improving these figures, and how the specific numerical targets for each year of the plan
  5. Specified timetables for each year of the plan
  6. A dispute resolution procedure needs to be found in the plan, referring to how staff can launch and resolve disputes regarding the implementation or content of the plan, and which channels and procedures to follow when expressing grievances pertaining to this. It is recommended that the company’s normative grievance policy be utilized here.
  7. A clear indication of the people responsible for implementing the plan must be present
  8. The methodology for monitoring and evaluating the plan needs to be listed on the document as well

The completed Employment Equity Plan needs to be submitted to the CEO for approval and signoff. After this has occurred, the Employment Equity Manager should communicate the numerical goals and targets to the stakeholders responsible for recruitment.