Preparing your Employment Equity Plan? Here's what the Code of Good Practice says you MUST take into account when it comes to affirmative action
In terms of the Employment Equity Act (EE Act), as a designated employer, you must prepare and implement an Employment Equity Plan to achieve employment equity.
One of the things you must include in your plan relates to affirmative action measures.
You must explain in your plan what measures your company is taking to increase employment opportunities for previously disadvantaged people.
If you're thinking to yourself 'Where do I start'? The Code of Good Practice on the Preparation, Implementation & Monitoring of Employment Equity Plans has got you covered.
It suggests you take these factors into account when it comes to affirmative action measures.
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Special Report: What you need to know about the 26 new Employment Equity amendments
Download your copy of this special report now
The 26 Amendments to the EE Act defined so you know exactly what they are
6 Steps to assess your current EE situation. Discover what changes you need to make in your company to comply with the new Employment Equity Act
6 practical ideas and methods to incorporate the new EE requirements so you can comply with the changes as easily and quickly as possible
EE Amendments Implementation Checklist: Find out if you've applied all the necessary EE changes to your business
Employment Equity Plans: The Code of Good Practice has this to say about affirmative action
The Code of Good Practice on the Preparation, Implementation & Monitoring of Employment Equity Plans says affirmative action measures relate to the following factors. It suggests you take these into account when you prepare your Employment Equity Plan.
#1: The appointment of members from designated groups
This includes transparent recruitment strategies such as appropriate and unbiased selection criteria and selection panels and targeted advertising.
#2: Increasing the pool of available candidates
Community investment and bridging programmes can increase the number of potential candidates.
#3: Training and development of people from designated groups
These measures include:
Access to training by members of designated groups;
Structured training and development programmes like learnerships and internships, on-the-job mentoring and coaching; and
Accelerated training for new recruits.
There you have it. There's no reason to get stuck when preparing your Employment Equity Plan.
When it comes to affirmative action measures, take the above factors into account to ensure you draft a plan that'll help achieve employment equity.
For more on what The Code of Good Practice says about affirmative action measures and Employment Equity Plans, check out the Labour Law for Managers Loose Leaf Service.