Employment equity targets are in your plan. What development actions will help you make progress?
For designated employers, the employment equity plan is already part of the organisation's work. The 2025 CEE report records 29.3% women at top management and 38.6% at senior management across the employers covered by its reporting data. These are shares of separate occupational levels, rather than individual promotion rates. Annual targets need practical action: who can move into future roles, what may prevent that movement, and what support would help employees progress?
As HR prepares its 2027 workforce and training plans, it is a good time to put those questions beside the current employment equity (EE) plan.
Start with the roles, not a course catalogue
Look at the occupational levels and roles where the organisation has set goals. Discuss expected vacancies and progression routes with managers. Are employees ready to apply for the next role? If not, what experience, coaching, qualification or specific skill would help them become ready?
Check who can access development
Review nominations for training and development opportunities. Are programmes reaching the people who need them? Can shift workers or employees outside head office attend? Are selection criteria clear? A relevant course has limited effect if the intended group cannot take part.
Connect training with workplace opportunity
Development works best when an employee can use a new skill. Pair learning with appropriate work exposure, manager support and a way to review progress. Training is one action within an EE plan; it is not a substitute for fair recruitment, promotion and other measures the plan requires.
Keep reporting and planning connected
The Department's EE reporting portal gives 15 January 2027 as the online deadline for the 2026 report for employers required to report. Use the preparation process to check the quality of workforce information and discuss what the results mean for 2027 actions. The report records the position; the plan must guide what happens next.
Global Business Solutions assists with employment equity plans, reporting, committee training and skills development. If your EE and training work sit in separate documents, ask GBS to help your team turn its priorities into a practical 2027 development discussion.
This article is for informational purposes only and does not constitute legal advice. For specific legal guidance on protected disclosures, employment practices, or compliance obligations, consult a qualified labour law practitioner.
© 2026 Global Business Solutions (GBS). All rights reserved.
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