Are you a designated employer? Include these five things in your affirmative action measures
The Employment Equity (EE) Act promotes fair treatment and equal opportunity for workers by removing unfair discrimination in the workplace. It also aims to achieve demographic representation in the workplace.
If you're a designated employer, then the EE Act applies to you. In other words, if your company has more than 50 employees or your annual turnover is more than the threshold for your particular sector, then you qualify as a designated employer.
On top of that, if you're a designated employer, it's very important for you to ensure compliance with the EE Act. Failure to do so can lead to a massive fine being imposed on you!
Having said that, you, as a designated employee, have a duty to implement affirmative action measures in the workplace from designated groups (such as previously disadvantaged groups) in order to achieve employment equity.
Here are five things your affirmative action measures should include:
Identify and remove any barriers to designated groups. You can do a workplace analysis which looks out for any unfair policies or practices.
The promotion of diversity. This can be done by attracting members from previously disadvantaged groups and ensuring a workplace that's free from unfair bias and prejudice.
. Retain, develop and train designated groups.
Preferential treatment and numerical goals (excluding quotas) in order to ensure equitable representation.
Reasonable accommodation for designated groups.
As a designated employer, those were five things you should include in your affirmative action measures.
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