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Top 10 Tips for Employment Equity Compliance

Top 10 Tips for Employment Equity Compliance

1. Ensure the integrity of your workforce profile data


Verify that your Employee Profile is Current, in line with the completed EEA1 forms on staff file record 


1.1. Race

1.2. Gender

1.3. Disability

1.4. Non-designated groups


2. Ensuring accurate categorisation of employees according to EEA9 Levels


Verify that your Job Grading  are correctly aligned to the Occupational Levels and correspond with the EE Plan Occupational Levels


3. Identify your Core and Support Job Categories by Occupational Levels


Core Job Categories are Job Categories that are directly related to the core operational focus of the business in line with the revenue generations of that business.


Support Job Categories would be those Job Categories that would support the operational focus of the business enabling conditions for revenue generations


4. Prepare and verify information off staff movement


A detailed breakdown in line with the EE profile of the following staff movement is required:


  • Recruitment
  • Promotion
  • Termination


3.Extract all training interventions as a result of the barrier removal and EE awareness from the WSP(training solely for the achievement of the numerical goals and targets)


This is not the complete WSP, only training focusing on up-skilling, resource pools, EE Awareness, discrimination awareness, HIV/AIDS training and awareness, ABET training, Learnerships, Internships etc.


4. Verify the Numerical Goals and Targets


The Numerical Goals are the EE Goals you aim at achieving at the end of your planning period(duration of your EE Plan) in line with your Workforce Plan, guided by the EAP Profile of your region.


The Numerical Targets are EE targets you aim at achieving at the end of your reporting period.

E.g if you have a 5 year plan (2005 to 2010) your EE Goals would be the planned EE Profile after 5 years i.e. the goals for 2010 would be your Numerical Targets for 2010.


5. Prepare and verify information off staff monitoring and evaluation


A detailed breakdown in line with the EE profile of the following staff movement is required:

Disciplinary action


6. Prepare and verify information of EE awareness in relation with the number of staff members benefiting from the awareness


You need to analyse all EE awareness that have occurred in your environment including and focusing on the following:


  • Formal written communication
  • Policy statements
  • The EE Act being displayed in all workplaces
  • EE training
  • Diversity management
  • Discrimination awareness training


You must be able to provide proof of the following e.g.: attendance registers, newsletters, notice board audits to verify if all employees have access to the act, EE Plan, latest submitted EE Report etc.


7. Consultation


Ensure that you plan generously to allow for consultation with organised labour/employee forums, EE Committee and that these Representatives have adequate time for consultation with their constituencies. You have to proof consultation took place, ensure that all agendas, minutes of meetings or any other consultation methods are recorded incorporated into the EE administration archive.


8. Barrier and Affirmative Action Measures


In line with your EE plan review the Barrier Removal and Affirmative Action measures relevant to the reporting period and include these in your report. These would be any of the following and more:


  • Targeted recruitment
  • Bursary schemes
  • Learnerships
  • Training initiatives aimed at up-skilling Designated Groups
  • RPL
  • Resource Pools
  • Skills transfer programmes
  • Up-skilling of Designated Groups


9. Monitoring and Evaluations of implementation.


Understand the overseeing monitoring and evaluation processes included in your EE Plan, this would mostly be the responsibly of the EE Manager and EE Committee, for this reason the EE Committee meeting dates should be used to indicated the monitoring of implementation. Please ensure that these monitoring and evaluations processes are included into the EE Committee meeting agendas and minutes.


10. General guidelines.


  • Collect and analyse all relevant info (EE profile, numerical goals, numerical targets staff, staff movement etc)
  • Verify all the info ( All analysed information must be over the same time frame e.g. profile, terminations, recruitment, training, awareness etc) 
  • Allow enough time before final submission
  • Compile a draft report with a detailed breakdown of your Job Categories in relations to the EE Occupation Levels
  • Consult with all parties on the draft (EE Committee, Unions etc.)
  • Present the final draft to the CEO
  • Ensure that the CEO sign off on the draft
  • Complete and submit the final EE Report
  • File a signed copy

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Gary Watkins

Gary Watkins

Managing Director


C: +27 (0)82 416 7712

T: +27 (0)10 035 4185 (Office)

F: +27 (0)86 689 7862

Website: www.workinfo.com
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