The Amended Employment Equity Act and Employment Equity Regulations include a number of concepts and templates which need to be considered in the implementation of Employment Equity. With the E.E Report submission deadline around the corner (15 January 2023), now is a good time to review the company’s Employment Equity Plan and Employment Equity Reporting in light of the requirements.

The regulations include specific requirements in the development and implementation of an Employment Equity Plan, e.g. specific, measurable, attainable, relevant and time bound annual objectives, numerical goals and targets with exact time frames and strategies, as well as a template with minimum requirements, etc. These need to be considered when developing and reviewing such plans.

The regulations also include some changes to the Employment Equity Reporting Format. Different companies are applying the principles regarding reporting differently and processes of reporting can often be more efficient, e.g. using the functionality of Excel better to simplify reporting.

This session will include:

1). Complying with the Employment Equity Act (1): Developing an Employment Equity
Plan:

1. The optimal duration of the plan
2. Annual Objectives and Time frames

iii. Barriers and Affirmative Action Measures with reference to policies, procedures, and
practices

1. Workforce Profiles (including Workforce Movement) and benchmarking in order to
determine Numerical Goals and Targets
2. Procedures to Monitor and Evaluate the Implementation of the Plan
3. Dispute Resolution Mechanisms

2). Complying with the Employment Equity Act (2): Completion of Employment Equity
Reports (EEA2 and EEA4):

1. Collection of Employment Equity data
2. Allocation of occupations to Occupational Levels

iii. Allocation of individuals to Race, Gender, Disabled and Foreign National Profiles

1. Using the functionality of Microsoft Excel to perform the necessary analyses of the
above for Employment Equity Reporting (EEA2)
2. Principles behind the Current Employment, Recruitment, Promotion and
Termination Profiles and populating these profiles.

vii. Understanding the concepts of Numerical Goals and Numerical Targets

viii. Determining Numerical Goals and Numerical Targets

1. Determining Barriers to Employment Equity and Affirmative Action Measures to
address these.
2. Principles behind completing the Income Differential Statement (EEA4)
3. Using the functionality of Microsoft Excel to perform the necessary analyses of salary
information for Employment Equity Reporting (EEA4)

xii. Providing reasons for Income Differentials.