1. The total duration of your plan:
Your EE plan must be no shorter than one year and no longer than five years.
2. The goals for each year of your plan:
You need to set out what EE measures you are planning for each year. Furthermore, your goals must consider the intended result, your company's circumstances and they must fall in line with your company's broader business strategy.
3. Affirmative Action Measures
You must lay out what steps you are taking in order to increase the opportunities for previously disadvantaged people at your company.
Such steps can relate to:
• Appointment of members from designated groups.
• Furthering diversity.
• Promotion of people from designated groups
• Retention of people from designated groups.
4. Numerical targets for your plan:
For each year of your plan, you must set out, and give details on, your numerical goals for achieving equitable representation in your company.
When developing your numerical goals, there are various factors that need to be considered. Click here
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5. A timetable for each year
You must create a timetable for each year of your plan and provide a detailed timeline with regard to your Affirmative Action and Employment Equity measures.
6. Internal monitoring and evaluation
It is very important for you to keep Employment Equity records, so hold on to any document that relates to EE issues.
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7. Internal dispute resolution mechanisms:
These will be used to settle any dispute relating to the interpretation and/or the implementation of your EE plan.
8. Identify the people who will implement and monitor the plan:
You must clearly state the names and designations of all members involved here. Also, it is important to note that senior managers must be involved.
So there you have it – eight elements to include in your EE plan.
But that's not all there is to Employment Equity! The laws have changed and fines have increased exponentially!