Using promotion as a way of facilitating representation of designated employees
In this article, we told you that 'if you're a designated employer, you must put Affirmative Action measures in place to make sure designated groups are equally represented in your company.'
So where does the Code of Good Practice on the Integration of Employment Equity into Human Resource Policies and Practices come in?
Well, the Code takes you through each step of the employment process from hiring to dismissing and explains how the way you do things can impact on employment equity, says the Practical Guide to Human Resources Management.
It then goes on to give policy and practice guidelines for each stage of the process that can help you to avoid discrimination and to achieve employment equity.
So what does the code say about promoting employees from designated groups?
The Code states that promotion is a way of facilitating representation of designated employees in all occupational categories and levels because it allows for employee mobility.
It's a useful tool in that it can help you accelerate equitable representation in your workplace and can involves fast tracking people to achieve numerical targets.
Warning! Promotion can lead to labour disputes. But you can guard against the risks by doing the following:
Here's a useful tip when it comes to promoting employees from designated groups:
The Guide recommends you implement a policy of preferring people from designated groups as a legitimate affirmative action measure.
Knowing how to use promotion as way of facilitating representation of designated employees will help you comply with the Employment Equity Act (EE Act).
We'll teach you how to implement Employment Equity in your company…