Area#1: Recruitment practices
This includes fair hiring procedures, determining citizenship and affirmative action pipelines.
In other words, where and how you find potential employees from previously disadvantaged groups, how you select them, and are your EE targets driving your recruitment process?
I.e. Are you actually bringing disadvantaged groups into your business?
Is your company reflecting regional and/or national demographics more than it did in the past?
Can you explain the income differentials between the occupational levels in your company? This includes between employees who are doing work of equal value.
Area#4: Terms and conditions of employment
1. Calling all designated Employers!
In the new amendments to the Employment Equity Act
, the DoL
says you must draw up:
· An Employment Equity Plan annually;
· Separate plans
for each satellite office; and
· Draw up specific plans to reduce unfair discrimination and income differentials
in your company.
Get easy-to-use steps and templates to draw up your EE plan
at the EE Summit 2016
Click here to book now!
What are the criteria you use to determine who gets what from your company?
Area#5: Management practices
Do your managers know what makes for unfair discrimination, the burden of proof required to defend a slim of unfair discrimination and the personal liability for derailing the company's efforts?
Area#6: Training and development
What is your company doing to train employees from previously disadvantaged groups?
At the end of the day, the new legislation regarding EE requires you to create step-by-step plans of how you'll address EACH of the above-mentioned areas.
This is to show that your EE efforts are working and up-to-date.
*Do you want to learn of the amendments and how to further manage them? Then check out chapter E08: Employment Equity Act Amendments 2014
in your Practical Guide to Human Resources Management.