Employment Equity, Global Business Solutions

Employment Equity

The Employment Equity Act requires that designated employers design and implement an Employment Equity plan in order to drive “reasonable progress” around employment equity. These plans should also assist in eliminating unfair discrimination in the workplace, and to achieve equitable representation of employees from designated groups by means of affirmative action measures. ​ ​

We are able to provide our clients with comprehensive Employment Equity consulting and training services. 

We are able to provide our clients with comprehensive Employment Equity Consulting Services which includes:

  • Employee Awareness Workshops (including Employment Equity, Diversity, Disability, Discrimination and HIV/Aids Awareness)​
  • Establishing employment equity committees​
  • Developing new- or reviewing existing Equity Policies, Plans and Constitutions​
  • Aligning Employment Equity plans and policies with B-BBEE strategy​
  • Drafting of Dept of Labour Reports (EEA2/EEA4)​
  • Employment equity legislative compliance audits including remuneration analysis​
  • Customized training of employment equity committees, HR personnel, line management and responsible senior managers on their respective roles and responsibilities​
  • Employment Equity Compliance Brochure

Global Business Solutions is accredited to present training under the auspices of the Services SETA, ETDP SETA and the SABPP.  ​We specialise in offering customised in-company training solutions to suit your specific needs. View more Training Information here

Employment Equity Consultation tools​

  • Workforce Analysis tool (EAP and BEE benchmark)​
  • Barrier Analysis questionnaire and template ​
  • EE Plan document​
  • Communication and feedback tools​

Templates: ​​

  • Nomination correspondence and communication ​
  • Letter of appointment for EE Manager template​
  • Letter of EE Committee appointment​
  • Employment Equity Constitution template​
  • Disability awareness tool​
  • EEA1 Declaration Forms​
  • EEA12 and EEA13 forms​
  • EEA1 Forms​
  • EEA10 Forms ​
  • EEA14 Forms​

The attainment of Employment Equity objectives requires planning and continuous monitoring of performance against several criteria. In larger organisations or group of companies, with multiple subsidiaries, branches and/or divisions, this can be an especially complex and time-consuming.

Our cloud-based Employment Equity Assist Tool was developed to enable assessment and analysis of EE compliance and to enable organisations to manage and track its EE Numerical Targets and Goals at any level of the business.  EE Assist facilitates management and ownership of EE across groups of companies, divisions and/or business units.

In assessing whether a designated employer is implementing its employment equity plan in compliance with the EEA, several factors must be considered. These include:

 

  • The extent to which suitably qualified people from different designated groups are represented within the various occupational levels of the workforce, in relation to the national and regional demographic profile.
  • Reasonable steps the employer has taken towards implementing its employment equity plan.
  • EE Committees carrying out its duty of identifying barriers to transformation in the employer’s recruitment, appointment, promotion and retention policies, procedures, and practices.

 

In addition to the existing compliance requirements set out in the Act and Regulations, the Amendment Bill will alter the current Act in whereby after EE Certificates of Compliance are issued; which will be an automated process, a list of employers with Certificates will be send to Inspections and Enforcement Services (IES) for On-Site Verification Audits; and a list of non-compliant employers with no EE Certificates of Compliance will be also be send to IES for investigation and enforcement for failure to comply with Sector EE targets, the proposed new section 42(4A), and own annual targets in the EE Plans.

All the above duties will in no doubt be impacted by the COVID-19 pandemic, as employers have had to lockdown and employees cannot consult as they usually do. The EE Directorate have, however, noted that where designated employers have been impacted to the extent that their numerical targets and qualitative strategies need to be reviewed, this can be done provided there is sufficient justification to do so.

Some employers will be forced to restructure, and some may even completely closedown. Changes to businesses may shift employers below the threshold (either employee numbers or turnover), rendering some elements of compliance invalid.

Whilst these challenges and changes may be legitimate, clients are reminded that these must be done in line with the EEA legislation as failure to adhere to the correct procedure could still render employer non-compliant.

Global Business Solutions prides itself on providing compliant, pragmatic, business-specific advice and solutions to enable organisations to develop remuneration policies, procedures and practices that clearly define and reward “value” within the context of the unique operational realities of the business.

 

SCOPE & VALUE PROPOSITION

  • Single account on the cloud-based EE Assist tool for overall view with ability to set up restricted user environments (and users) per Business Unit.
  • Data is exportable from EE Assist into EEA2 & EEA4 Reports.
  • Provides a Dashboard for quick analysis of existing representation (statistical analysis by race and gender group) and tracking against numerical targets and goals.
  • Facilitates regular updating of an employer’s existing workforce profile.
  • Facilitates calculation of EE Targets for each year of the EE Plan that can be copied into each applicable year’s EE Report.
  • Allows users to “play around” with different EE Goals and capture scenarios for presentation to MANCO/EXCO
  • Online training of users (1-hour)
  • Provision of User Guide
  • Guidance on how to gather data/information in the prescribed format (no limit to the number of employees)
  • Set-up of initial Users and training on how to add users as required (unlimited user numbers)
  • System upgrades to improve functionality and ensure alignment with legislative requirements
  • Downloadable reports
  • 12-month access (license) renewable annually

HERE’S WHAT OUR PAST DELEGATES HAD TO SAY:

Well articulated and passionate presenter.

Riaan Visagie, Bristol Myers Squibb. (Johannesburg, 20 October 2016)

The facilitator showed that she is a “fundi” in the subject matter

Elliot Dukisa, Training officer, Amatola Water. (East London, 29 September 2016)

Khomotso was great – invited lots of participation and loved to share his experiences-kept us attentive.

Donna Merrifield, Managing Director, Diverse HR. (Durban, 10-11 August 2016)

He had excellent knowledge of the topic and kept us engaged

Serika Govender, HR Administrator, Midmar Group. (Durban, 10-11 August 2016)

Absolutely fantastic session. More practical and less theoretical which makes the understanding/learning process easier.

Ketsitseng Maseko, Bytes. (Johannesburg, 14 July 2016)

It was great, and David made or came up with good case studies and good examples.

Curtis Xhanti Tom, Human Capital Practitioner, Aberdare Cables. (Port Elizabeth, May 2016)

The training was very informative. I enjoyed the programme very much

Ncedisi Nqari, Tool Setter, Federal Mogul. (Port Elizabeth, 19 April 2016)

Placing people with disabilities differs from other forms of placement as it requires a different process which is often unfamiliar territory for most employers. This process will include what disabilities the workplace can accommodate, accessibility of the workplace, BBEEE requirements and on-going support. The challenge is to change preconceived attitudes and perceptions by educating employers before they consider offering positions to persons with disabilities.​

Disability Sensitization is an essential step in the process of ensuring people with disabilities are able to function effectively in the open labour market. One needs to create an inclusive environment and educate your staff on how to do this. It is of great importance that the workforce has a clear understanding of the potential barriers and misconceptions the person with a disability faces on a daily basis.​

Each sensitization workshop includes:​

    • • Disability Definitions​

 

    • • Disability Etiquette​

 

    • • Correct terminology​

 

    • • Myths about people with disabilities​

 

    • • Selection and Recruitment​

 

    • • Exploring our perception about disability​

 

    • Experiential learning​

For more information and assistance, please contact us here