Area#1: Appointment of members from designated groups
Don't let the new Employment Equity amendments be the reason the DoL comes after you
There are still many employers who don't know exactly what the new 26 amendments are or even how to apply them.
If you employ more than 50 people or if your turnover is over the Employment Equity Act
threshold for your industry, you need to comply
with each and every one of them.
to find out what you need to do to comply and avoid penalties from the DoL
This would include transparent recruitment strategies such as:
· unbiased selection criteria;
· Unbiased selection panels; and
· Targeted advertising.
Area#2: Furthering diversity in the workplace
You should promote an atmosphere of cultural sensitivity, tolerance and respect in the workplace.
Area#3: Increasing the pool of available candidates
· Community investments; and
· Bridging programmes;
Can help people obtain the required education and skills to make them employable.
Area#4: Training and development for people from designated groups
These measure can include:
· The promotion of access to training by people from designated groups;
· Structured training and development programmes being set in place. For example, you could introduce learnerships and internships;
· Mentoring and coaching on the job; and
· Where relevant, diversity training, as well as training on mentoring and coaching for managers.
Area#5: Promotion of people from designated groups
This could form part of your succession and experience planning, and could also include accelerated training.
Area#6: Steps to make sure that the corporate culture of the past is transformed
Steps to achieve this could include programmes that explain and contextualise the concept of Employment Equity
so as to create greater understanding and sensitivity among employees in the workplace.
*Page over to chapter E 04
in your Labour Law for Managers
handbook to learn what the other 4 areas are.
Otherwise click here
if you don't already have your copy of this invaluable resource.