Employment Equity – is there a need for transformation?


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This topic contains 9 replies, has 4 voices, and was last updated by  Skills Universe 2 years, 7 months ago.

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  • #4833

    Des Squire
    Participant

    The need for transformation must be taken seriously and the Department of labour is adamant it will happen or employers will suffer the consequences. The reality of transformation is currently given “lip service” and in many companies little or nothing is being done.

    The place to start is with the introduction of an Employment Equity Forum, Skills Development Forum or a combined forum. The need to consult with employees on EE matters and Skills development issues is enshrined in the EE Act, the SDA and the LRA and is now a requirement for WSP and ATR submissions. This is often overlooked by employers. Non compliance may well lead to heavy fines and as of this year there will be more serious consequences for non compliance. Now is the time for action to ensure your company is compliant.

    The EE Act was introduced in 1998 to foster and promote sound and fair workplace practices. In order to address the inequalities in employment patterns and practices it was deemed necessary to address the issue of inequality in the workplace. The act is specific in terms of minimum requirements and on the completion of EE reports while at the same time making it possible for employees to question employers on issues related to Employment Equity. Designated employers are required to establish a consultative forum in order to give effect to the process.

    We recently saw the release of the latest report on Employment Equity – there were no surprises in this – very little has changed. The Labour Minister’s threat to once again ‘name and shame’ companies that aren’t making progress or complying with the letter and spirit of the Employment Equity Act is not surprising as transformation is far too slow.

    Top management positions over the past 10 years or more has changed very slightly and white managers still dominate. Finding of key executives from historically disadvantaged groups may not be easy to do but taking active steps to develop such individuals, while at the same time nurturing and sustaining such talent from within companies is possible.

    Succession planning should be embedded in the thinking of every board, ever human resources department and in the mind of every SDF. Succession planning however must start at the bottom of the ladder and not necessarily at the top. It would be unrealistic to expect companies to promote incompetent individuals for management position or to just pluck them off the street. However if companies make a decision now to start doing a little more, we can bring about the required transformation.

    Preparation of possible candidates for management positions coupled with the necessary mentoring, training, up skilling and empowerment are some of the areas that should be under consideration and in addition should be ongoing. We need to change mindsets if we are to achieve these objectives.

    Companies in South Africa will have no one to blame but themselves if they do not clean up their act and address the issue of non compliance.

    Who will be the first to criticise if the Government takes more stringent action to whip employers into submission?

    Des Squire (Managing Member)

    Amsi and Associates cc

    des@amsiandassociates.co.za

    Training for EE Forum members, SD Forum Members or Combined Forum members – We also consult on the formation of the various forums

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  • #4837

    I would have totally agreed you, This bit needs looking into ” Finding of key executives from historically disadvantaged groups may not be easy to do but taking active steps to develop such individuals, while at the same time nurturing and sustaining such talent from within companies is possible.” I was on tour in South Africa recently and noticed that these disadvantaged groups have done everything in their reach to get the best education even beyond those in dominant positions. All it requires is acknowledging and accepting that the disadvantaged groups will remain in that position as those in position remain adamant to protect their positions. Equality is still a long way away but it is something that needs addressing and at the same time it will be for the disadvantaged groups to be more diverse and welcome everyone to created a fairer and equal society.

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  • #4836

    Skills Universe
    Keymaster

    As you said Des: just WHIP all those naughty employers into submission until they listen…

    It would be interesting to also scrutinise recent transformational statistics in SA – I am aware that some of our Public Service Departments as the largest employer of people in SA have already transformed (in some cases +80%) and in some cases “beg” minority groups to apply for positions whereas in contrast the perception is left that the private sector lags behind – is this so? Why? Other further questions to ask, would be: where do marketable individuals migrate to when opportunity arises (perhaps interval opportunities are “plenty” for AA candidates compared to other groups?) and why? 

    But yes – time for employers to clean up their act and get with the EE program…

     

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  • #19426

    Skills Universe
    Keymaster

    As you said Des: just WHIP all those naughty employers into submission until they listen…

    It would be interesting to also scrutinise recent transformational statistics in SA – I am aware that some of our Public Service Departments as the largest employer of people in SA have already transformed (in some cases +80%) and in some cases “beg” minority groups to apply for positions whereas in contrast the perception is left that the private sector lags behind – is this so? Why? Other further questions to ask, would be: where do marketable individuals migrate to when opportunity arises (perhaps interval opportunities are “plenty” for AA candidates compared to other groups?) and why? 

    But yes – time for employers to clean up their act and get with the EE program…

     

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  • #35146

    Skills Universe
    Keymaster

    As you said Des: just WHIP all those naughty employers into submission until they listen…

    It would be interesting to also scrutinise recent transformational statistics in SA – I am aware that some of our Public Service Departments as the largest employer of people in SA have already transformed (in some cases +80%) and in some cases “beg” minority groups to apply for positions whereas in contrast the perception is left that the private sector lags behind – is this so? Why? Other further questions to ask, would be: where do marketable individuals migrate to when opportunity arises (perhaps interval opportunities are “plenty” for AA candidates compared to other groups?) and why? 

    But yes – time for employers to clean up their act and get with the EE program…

     

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  • #35160

    Skills Universe
    Keymaster

    As you said Des: just WHIP all those naughty employers into submission until they listen…

    It would be interesting to also scrutinise recent transformational statistics in SA – I am aware that some of our Public Service Departments as the largest employer of people in SA have already transformed (in some cases +80%) and in some cases “beg” minority groups to apply for positions whereas in contrast the perception is left that the private sector lags behind – is this so? Why? Other further questions to ask, would be: where do marketable individuals migrate to when opportunity arises (perhaps interval opportunities are “plenty” for AA candidates compared to other groups?) and why? 

    But yes – time for employers to clean up their act and get with the EE program…

     

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  • #43070

    Skills Universe
    Keymaster

    As you said Des: just WHIP all those naughty employers into submission until they listen…

    It would be interesting to also scrutinise recent transformational statistics in SA – I am aware that some of our Public Service Departments as the largest employer of people in SA have already transformed (in some cases +80%) and in some cases “beg” minority groups to apply for positions whereas in contrast the perception is left that the private sector lags behind – is this so? Why? Other further questions to ask, would be: where do marketable individuals migrate to when opportunity arises (perhaps interval opportunities are “plenty” for AA candidates compared to other groups?) and why? 

    But yes – time for employers to clean up their act and get with the EE program…

     

    Share on Social Media
  • #44111

    Skills Universe
    Keymaster

    As you said Des: just WHIP all those naughty employers into submission until they listen…

    It would be interesting to also scrutinise recent transformational statistics in SA – I am aware that some of our Public Service Departments as the largest employer of people in SA have already transformed (in some cases +80%) and in some cases “beg” minority groups to apply for positions whereas in contrast the perception is left that the private sector lags behind – is this so? Why? Other further questions to ask, would be: where do marketable individuals migrate to when opportunity arises (perhaps interval opportunities are “plenty” for AA candidates compared to other groups?) and why? 

    But yes – time for employers to clean up their act and get with the EE program…

     

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  • #4835

    Des Squire
    Participant

    Hi Pieter

    Public service in general seem to have gone in the oppoosite direction and as you suggest the act does not seem to apply to them. There are dire shortages of “white” employees in most sectors.

    One of the greatest problems to EE is the “migration” as you say of individuals or in other words “job hopping” that takes place. This is a cause of consternation for employers as they try to make the changes and to achieve the required quotas but for an addition few hundred rand the employees move to what are perceived to be greener pastures. 

    I would dearly love to know what the average duration “in any one specific job” is for some of our up and coming professionals. By the age of 40 how many jobs have our profesionals had? This is why we have so many “square pegs in round holes” or incompetent competents – they are job hopping and not career orientated.  

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  • #4834

    Pieter Minnie
    Participant

    Oppoosite‘ is a word you use and that worries me if there are hidden connotations or maybe just a generic spelling mistake. ‘Job hopping and not career orientated’ might be a misconception as the word ‘job hopping’  seems to be a newly generated ‘human resource/human capital’ introduction to not acknowledge the fact that people need to embrace their potential to improvise on skills and knowledge. How many CEO’s and newly appointed Managers come and go due to so-called ‘skills development’ or fraudulent CV’s. I, for myself, and those in the Industry who knows my potential and what I am capable of in the sense of delivering, will understand when I state that there are those who use and abuse other employees’ skills to benefit themselves where no credit is given, but applies it to themselves in a manner of taking credit for other people’s hard work. Some Companies can only survive on the input of those that will go the extra mile, but once those ‘assets’ are burnt out they are cast aside and a new intake will provide a fresh input of an already ‘stalemate’ situation where no ‘checkmate’ is concluded.  

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One thought on “Employment Equity – is there a need for transformation?

  • Ashwell Glasson

    Yup, I just missed it myself Sylvia. My girlfriend and I were just driving into the Middle Campus just as it happened. The wind and conditions must have contributed to it. Considering where it settled, it was quite lucky as it just missed the M3. The campus team were really good at sorting it out along with the police, emergency services and so on.

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