Employment Equity Compliance and Sustainable Transformation:

  • Posted on: 9 March 2017
  • By: Cindy Jordaan

Congratulations to all companies who have submitted their Employment Equity reports! 
At this stage the next phase of Equity compliance should commence. 

The steps to compliance:

Step 1:

Send your Employment Equity Reports to the Department of Labour before the 15th of January 2017.  Companies who have failed to submit should consider creating the reports and keeping them on file anyway.

Step 2:

Ensure that you have created an Employment Equity Analysis which will compare your workforce to the economically active population for the province in which you do business.  This analysis enables the sensible creation of an Employment Equity Plan. 

The plan should outline all the planned vacancies in the organisation for the next 2-5 years and include the demographic preference for hiring. 

The Employment Equity analysis:

For example, if the following is the Professionally Qualified and/or Mid-Management staff of an organisation in Mpumalanga:










National EAP 40.7 5.8 1.9 6.4 34.2 5 1.1 4.9 0 0 100.00%
Provincial EAP 47.8 0.3 0.5 4.7 42.9 0.1 0.1 3.6 0 0 100.00%
ACTUAL 3 0 0 2 1 0 0 2 0 0 8
% 37,5% 0 0 25.00% 12,5% 0 0 25.00% 0 0 100.00%

The following would be preferred demographics should vacancies arise within the organisation:

  • Colored Male/Female
  • Indian Male/Female
  • African Male/Female

The Employment Equity Plan:

The plan should match the vacancies over 2-5 years with the preferred demographics.

It is critical to remember that all steps have to be taking in liaison with the representative Employment Equity committee.  At least 4 meetings per year are required. 

Once the numerical goals have been set the policies, processes and procedures of the organisation should be reviewed.  This is a policy audit. The aim of such an audit is to ensure that there are no barriers to Employment Equity and to mitigate the barriers that do exist.

Transformation, recruiting for success:

Competency based recruitment and screening is the key to success.  Many companies find that their retention of designated staff members remain low.  This challenge is curbed in three ways:

  • Screening of culture match and fit: Find professionals who specialize in place and recruitment of designated employees.  This process must include intelligent screening and feedback before any employee is hired.
  • Skills screening: Competency based interviews must be conducted.  Make the effort to get a professional person to assist if this skill is lacking within your organization. 
  • Induction and internal challenges: The policy audit will assist companies in understanding the barriers to equity which lead to low retention of designated groups.  This step leads to real change and transformation.