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The employment equity act outlines the responsibilities of employers as follows
- Employers must prepare and implement an employment equity plan setting out the affirmative action measures they intend taking to achieve employment equity goals
- Employers must analyse all employment policies, practices and procedures, and prepare a profile of their workforce in order to identify any problems relating to employment equity
- Employers must consult with unions and employees to make sure the plan is accepted by everybody
- Employers must report to the Director General of Labour on Demographics, Affirmative action targets and implementation of their plan
- Assign a responsible manager to drive the exercise
- Employers must display a summary of the provisions of the EE Information in the workplace
In order to comply companies must outline in the EE Report how they intend complying with these requirements.
When I consider all of the requirements it makes me wonder how many companies, apart from the EE plan have in fact developed a detailed Employment Equity Strategy to ensure the plan actually materialises and that they do not just play lip service to what is contained in the plan.
Having said this I ask
Is there a nee to have a firm strategy in place?
What would the essential components of a Employment Equity strategy be?
What have you included in your company strategy document?
