In this article, we explain what the Employment Equity (EE) Act means by designated groups.
"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."
Now we're going to tell you how to retain employees from these groups.
Serious about employment equity? Apply these eight measures to retain employees from designated groups
#2: Make sure your terms and conditions of employment are favourable and equitable.
#3: Make sure your working environment affirms diversity.
For example, don't have social functions that would generally appeal only to males (like inter-staff cricket matches) or would not take account of cultural or religious differences.
#4: Provide training and development opportunities linked to career development.
#5: Recognise and reward good performance.
#6: Implement incentives to promote retention.
#7: Identify why people leave your company and then work at removing the barriers that cause people to leave.
Conducting an exit interview can help you do this.
#8: 'You can consider negotiating retrenchment criteria that avoid LIFO (last in first out) if implementing LIFO would adversely affect the representivity of designated groups in your workplace,' says the Guide.
The bottom line: Retaining employees from designated groups is one of your key challenges when it comes to employment equity. It's also critical to achieve and sustain numerical targets and goals.
So use the tips we've outlined to retain employees from designated groups. This'll help ensure your company is in line with the EE Act.
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