Vaal University of Technology
INSTITUTIONAL POLICY COVER PAGE (IPCP)
(Policies, Procedures, Rules, Guidelines etc.)
To be completed by initiator of Policy/Policy owner:
1. POLICYTITLE: / EMPLOYMENT EQUITY AND DIVERSITY
2. FIELD OF APPLICATION:
(All persons to whom policy applies) / All Stakeholders
3. COMPLIANCE OFFICER(S):
(Person/s responsible for ensuring policy implementation) / All Staff members
4. STAKEHOLDER CONSULTATION
(State the stakeholder group/s consulted during policy formulation/revision) / MUF, EMC, HOD’s, EED committee
5. DESIGNATION OFPOLICY OWNER:
(Person responsible for maintaining policy) / Director: Social Justice and Transformation
6. NAME OF POLICY OWNER/S:
POLICY HISTORY (To be completed by policy owner)
Decision
Date / Status / Implementation Date / Approving Authority / Resolu-tion Number / Policy Document Number / Pending date
for next revision
(Compulsory) / (New/Revised/
No Changes) / (Compulsory if “new” or “revised”) / (If”new” or “revised”. N/A if no changes) / e.g. 07/11-10.2
(Minute number. N/A if no changes) / (e.g. D/…./07
N/A if no changes) / (Compulsory)
Revised / EMC/Council / Jan 2017
For office use only
SUBJECT
SUBJECT NUMBER:(Refer to no. on Agenda)
CATEGORY(Policy Field)
CATEGORY NUMBER :(
IPCP NUMBER:

Employment Equity and Diversity policyPage 1

  1. PREAMBLE

1.1TheVaalUniversityofTechnologyasaPublicHigherEducationInstitution establishedintermsoftheHigherEducation Act,101,1997asamended, acknowledgesandtakesaccountoftheNational prioritytoeradicateany existinginequalitiesandformsofdiscriminationandtoinculcateaculture ofrespectfor human dignityintheworkplaces.

1.2ConsciousoftheSouthAfrica’s legacyofdiscriminationwhichhas disadvantagedSouthAfricanblackpeople, womenandthepeople with disability,the University iscommittedtodevelopingprogrammesand appropriate AffirmativeActionMeasurestoaddress any existing barriersand inequalities.

1.3TheemploymentequitypolicytakescognizanceoftheimportantUniversity business ofteaching,learningandresearchinitsrecruitmentand appointmentofcandidates inthe areas ofcritical scarce skills.

1.4The University commits itself to comply with all applicable legislations

which should be read and implemented with other University policies.

1.5the Vaal UniversityofTechnology, through thispolicy and as required by Employment Equity Act no 55 of 1998(as amended) and,commits itselfto:

1.5.1CreateanequitableandsupportiveHigherEducationInstitutionfreeof allforms ofdiscriminationand promoteshuman diversity anddignity irrespectiveofrace, gender, sex, pregnancy, maritalstatus, family responsibility, ethnicor socialorigin, colour, sexual orientation, age, disability,religion,HIV status, conscience, belief, politicalopinion, culture,language and birth or any other arbitrary ground.

1.5.2topromotegender equityand equality.

1.5.3consciously addresstheuniquechallengesofwomeninboth academicand non-academic areas oftheUniversity and that through this policy will encourage development ofwomentoredressanyidentifiedunder-representation andunder-utilization offemalesandto ensuretheir meaningful contributiontothebusiness oftheUniversity.

1.5.4achieveanenvironmentthatempowersallstafftorealize theirfullestpotential withoutfear of prejudiceor bias.

1.5.5eliminate all forms of unfair discrimination and take corrective actions, in the form of positive steps to remedy inequitable under-representation of designated groups and equitably remedy the legacy of past discriminatory practices and policies.

  1. COMMITMENT

2.1 Vaal University of Technology is committed to achieving employment equity in a substantive way through:

  • Transforming the demographic profile of its workforce so as to reflect more realistically the community in which it operates.
  • The implementation of special measures to advance Black people, women and people with disabilities.
  • The identification and elimination of unfair discrimination and/or employment barriers which obstruct Black, female or persons with disabilities from gaining employment, advancement, training, fair treatment or benefits.

2.2 Contributing to establishing equity in the economy at large through Black economic empowerment, preferential procurement and social responsibility initiatives.

  1. VUT’s STANCE ON EMPLOYMENT EQUITY
  • Vaal University of Technology maintains that it has a moral obligation to address deliberately and decisively the problem of inequality created by the historical exclusion of blacks, females and the disabled from opportunities of education, employment, training, development and career advancement.
  • Establishing equity in the VUT is also regarded as a legislative compliance.
  • VUTwishes to position itself to adhere to the requirements of the Employment Equity Act, which was promulgated on 19 October 1998 (as amended). However, it is intent on going beyond compliance and entrenching best practices in employment equity.
  • In light of the above, VUT will provide for a 5 year Employment Equity Plan in its budget. The cost of special measures to achieve employment equity over the next 5 years will be regarded as a long-term investment.
  1. PURPOSE

The purpose of the VUT Employment Equity and Diversity Policy is to:

4.1Provide the guiding principles, the institutional framework and basic strategies for the development and implementation of the University’s employment equity plan/programme.

4.2Promoteequalemployment opportunities for allemployees– both current,prospective,andcontract employees.

4.3Identify andcorrect unfair employmentpractices, policies and procedures

4.4Managethe profileofemployeesoftheUniversity tomatchthe diversity ingender,raceandability ofpeoplewithinSouthAfrica as closelyas both regional and nationaldemographics permit;

4.5Promote awareness of non-discriminatory practices and inculcate a culture

of mutual respect and sensitivity towards human dignity;

4.6Develop, implement, communicate and monitoran Employment Equity Planaccordingtotherequirements ofthe EmploymentEquity Act1998 (as amended)andotherapplicableRegulations, as publishedfrom timetotime;

4.7Ensure benchmarking oftargets andprogresstowardsachievingthe required skills and competencies within the context of Higher EducationSector.

4.8Providefortherequirementofscarcity ofskillsthroughappropriate programmes asmaybe developedfrom timeto time.

  1. SCOPE OF APPLICATION

Thispolicy shall applytoallpermanent, and non-permanent employees of theVaalUniversityofTechnology. Whereapplicable, “employee”shallincludejobapplicantsand formeremployees ofthe Universityconsistentwith Part (C) ofthe EEA

  1. GUIDING PRINCIPLES

Toensuresuccessfulimplementationofthispolicy,thefollowingshallbe theguidingprinciples:

6.1Fairness

6.1.1The dutyto ensure theequitablerepresentationof designatedgroups in all occupationallevelsmustbe fulfilledina fair andequitablemanner,by takinginto accountand balancingallrelevantinterests andconsiderations, whichincludetheemploymentinterests andlegitimate aspirationsofnon- designatedgroups,theUniversity’s commitmenttoacademicexcellence, andtheneedfor managerial andadministrative efficiency; and

6.1.2The implementation of this principle implies, inter alia, that special consideration must at all times be accorded to the legal duty to redress employment-related injustices suffered by members of designated groups, as well as the need to progressively address their under-representation in all employment levels; and

6.1.3Consistentwiththeprincipleoffairness,theUniversityshallnottakeany decisionconcerning anemploymentpolicy orpracticeoutsidethe prescribed legislationthatwill establishunnecessaryandunfair barriersto theprospectiveorcontinuedemployment or advancementof non- designatedpeople.

6.2Transparency and accountability

6.2.1All employment equity measures and decisionsmustbetakenina transparentmanner, whichincludesthedutytojustifysuchmeasuresor decisionsbyproviding adequatereasonstointerestedparties.

6.2.2All employment equity measures and decisionsmustbetakenina transparentmanner, whichincludesthedutytojustifysuchmeasuresor decisionsbyproviding adequatereasonstointerestedparties.

6.2.3The accountability for the implementation of this policy lies principally with the Vice Chancellor and the University’s management team as determined by the University. All Deputy Vice Chancellors, Executive Directors/Deans, Directors and Managers are responsible for the actual and practical implementation of this policy and their commitment to its implementation will form part of their performance appraisal areas.

6.3Designated Groups: Blacks, Women and People with Disabilities

Those targeted by the Employment Equity Plan will be primarily Blacks (viz. Africans, Coloureds and Indians) as well as women and the people with disabilities.It is intended that the Employment Equity Plan must provide immediate and meaningful benefit to Black South African citizen in particular.

The candidates from the designated groups will be actively sought for every new position that becomes vacant or is created at those levels where they are underrepresented:

Where a Black candidate for a position in VUT has at least equal meritwith a White candidate or shows equal potential to develop the required skills in a reasonable time period, the Black candidate will be appointed. VUT will define what is a “reasonable time” to develop the required skills.

No appointments will be made of a person to a position if they do not possess the minimum requirements for the position. However, minimum requirements will not be limited to formal qualifications, proven competence or experience but will also include prior learning, relevant experience, life skills and potential, in alignment with the philosophy of the National Qualifications Framework and Employment Equity legislation.

No appointments will be made of persons who are not from designated groups to Top, Senior and middle Management positions (levels 1-7) in VUTwithout prior approval in writing from the Director SJT and/or Executive Director: HR.

-Where bona fide efforts have been made to find a designated group candidate in terms of the criteria laid out in this policy and this has been without success, a non-designated group candidate may be appointed

6.4Communication and Consultation

-In line with its commitment to transparency, the University must ensure that all policies, programmes and procedures relating to employment equity are developed on a consultative basis with all stakeholders.

-All interested parties must be afforded a reasonable opportunity to participate in decision-making, e.g. through the Employment Equity and Diversity Committee, Multi-Union forum and the Institutional Forum.

- The VUT’s Employment Equity Policy and Plan will be made available to all stakeholders for their perusal.

6.5No Retrenchments to create space

There will be no involuntary retrenchments of any employees by the VUT in order to create space for employment equity appointments. The VUT anticipates growth in the next 5 years and efforts will be made to capitalise on every vacancy that arises as an opportunity to appoint a member of a designated group.

6.6Creating a Skills Pool

-The VUT will create special opportunities to train and develop designated persons already in the employ of the University.

- Expenditure on training and development will be aligned with the objective of implementing employment equity.

6.7Notification Within of Opportunities for Promotion

All opportunities for advancement/promotion in the VUT will be advertised internally to all employees prior or simultaneous to advertising externally to ensure fair competition and equal opportunity for all.

6.8EPreference to South Africans

-Where a South African candidate (Black or White) has at least equal merit for a position in the VUT with a candidate who is not a South African citizen, preference will be given to the South African.

-Where no South African can be found and a foreigner is employed, the VUT will attempt to allocate an understudy who is South African to be trained by the foreigner during his/her contractual period of employment.

6.9EManaging Aspirations of White Males

-The VUT will ensure that there will be neither discrimination nor blanket exclusion of White males with regard to appointments, promotions, training and development or benefits during and after implementation of the five-year plan. Whilst preference will be given to designated persons, White males in the university with talent and skills are regarded, and always will be, as a valuable resource.

6.10Managing Diversity

-The VUT aims to create an environment that accommodates diversity to ensure the attraction and retention of diverse talent. All differences, inclusive of race, gender, sexual orientation, health, religion, culture, language and physical ability, will be respected and the rights of groups upheld in alignment with the philosophy and spirit of the Constitution of South Africa.

-It is the responsibility of all Senior Management, Line Managers and employees to:

  • Treat people with fairness, courtesy and sensitivity with respect to their rights.
  • Behave as if no employee is superior to others because of his/her race, gender or religion.
  • Avoid using derogatory, racist or sexist language when dealing with fellow employees.
  • Challenge others if they are acting in a discriminatory way and report such behaviour.
  • Report any form of victimisation against those who speak up against inequitable treatment.
  • Challenge those who deny access of others to facilities to which they are entitled.

6.11Consultation

  • This Employment Equity Policy and Plan was drawn up in consultation with all stakeholders. Any addendum to this Policy and Plan will be made in consultation with all stakeholders of Vaal University of Technology.
  • The Employment Equity process will continue to be consultative throughout its various phases.

6.12Employment Equity Funding

Consistent withthe EEA (as amended), the University shallensurethat adequate financial andotherrelevantresourcesare made availabletoensurethe support andrealisation ofthis policy.

6.13Empowerment

Any existing barrierstothefullutilisationofthepotentialofallappointees must beremoved.

6.14Non-marginalization

Opportunityforthecontributionforall must be enhanced.Nostaffmember mustbetreatedinawaythatwillsidelineand marginalisehimorher. Allemployees musthavethe opportunitytorealise theirfull potential withoutfear or bias.

6.15Respect for human dignity, sensitivity and a sense of belonging

This policy must be implemented to promote a culture of respect for the dignity of all staff members, irrespective of different backgrounds and traditions, and also to create a sense of belonging.

6.16Avoidance ofTokenism

The policy must be implemented with a view to fully integrate all appointeesintotheUniversity’sstructures,withrealresponsibilitiesand real accountability vestinginsuchappointees and thus doing away with tokenism and\or window dressing.

  1. IMPLEMENTATION STRUCTURES

7.1The Human Resources Department and Social Justice and Transformation (SJT)

  • All line managers must provide the necessary assistance.
  • All line managers must assist and cooperate with HR and as part of their EE responsibilities must be shown on their KPAs .
  • The HR Department and SJT shall be responsible for ensuring the implementation, creating awareness and compliance with this Policy throughout theUniversity.
  • The HR Department and SJT shall establish appropriate organization structures, compliance procedures and monitoring mechanisms, including regular collation of information, workforce data and analysis, the conducting of equity audits regarding any aspects of employment at the University.
  • The HR Department and SJT shall regularly publish any progress made on Employment Equity.
  • The HR Department and SJT shall report its findings to the Executive Management Committee on quarterly basis.

7.2Employment Equity and Diversity Committee (EEDC)

  • The University hasestablished constituency-based and representative Employment Equity and Diversity Committee (EEDC) to perform duties in accordance with the provisions of the EEA (as amended) and approved Terms of Reference.
  • The Employment Equity and Diversity Committee shall be responsible for the monitoring of the implementation of employment equity and the adoption of appropriate initiatives, policies and procedures on consultative basis.
  • The EEDC shall make recommendations to the relevant university bodies on procedures for effective implementation of this policy.

7.3TheFaculty Boards

  • The University shall ensure that Faculty Boards include equity in their agendas and shall report to the University’s EEDC through their representatives.

7.4Support Division

  • The University shall ensure that all support divisions include equity and transformation in their agendas and shall report to the University’s EEDC through their representatives.

AllUniversitystructureshavetheresponsibilityfortheimplementationand

monitoring of this policy.

6.RESPONSIBLELINEMANAGEMENT

6.1 TheViceChancellorandPrincipal, and theDeputyViceChancellors, ExecutiveDeans, the Registrar,ExecutiveDirectors, Directors,HOD’s,Managersareresponsibleforensuringthatthispolicy andotherrelatedUniversity policiesandlegislationsarecompliedwith, communicatedtostaffandappliedtotheirrespectiveareas of responsibility.

7. STAFF SUPPORTAND DEVELOPMENT

7.1 TheUniversitytoprovidementoringanddevelopmentprogrammesfor staff fromdesignated groups.Such programmes must beimplemented to support the achievementoftheUniversity’sEmploymentEquitytargets.

7.2 Recognizing the need to redress under-representation of women in decision making categories, the University shall provide specialized traininganddevelopmentprogrammesfor the advancementofwomen.

8.DISPUTE MECHANISM

8.1 The Vaal University of Technology takes any act of deliberate discrimination,includingbullyingandharassment,inaveryseriouslight and thus appropriatedisciplinary actionagainstanyalleged perpetrator will be taken;

8.2 Tosafeguard individuals’rights under this policy, anyemployeewho believes thathe/shehassufferedunfairdiscriminationorinequitabletreatmentatthe Universitymayraise thematter through therecognizedUniversitygrievance procedure.

9.REVIEWANDIMPLEMENTATION

9.1 Thispolicy may bereviewedperiodicallyasandwhenlegislationand operational requirementsoftheUniversitychange.

9.2 The implementationandamendmentsofthispolicyissubjectto stakeholder consultation, developmentofappropriate programmesand approvaloftheUniversityCouncil.

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ACKNOWLEDGEMENT

Acknowledgementis hereby madefortheextensiveborrowingofideasandbest practicestohelpthe VaalUniversity ofTechnology improveitsEmployment Equityprofile.Thereviewwaspromptedbythelimitationsanduncertaintiesof ourcurrentEmploymentEquity Policyinenforcingtherequirements oflegislation as wellas sectoral challenges.

Itishoped thatthrougharigorous processofengagement withthevarious stakeholders,theUniversitywouldfindacommon understanding andforgeanew commitment primarilytowardstheEmploymentEquity Actand otherimpacting legislations.

Thefollowingsources are acknowledged:

Metropolitan GroupEmploymentEquityPolicy, 2009. OverstrandEmploymentEquityPolicy, 2008

ScandSa SignalEngineeringTechnologiesEmploymentEquityPolicy,

2010.

UniversityofFort Hare Employment EquityPolicy

UniversityofKwaZulu-NatalEmploymentEquityPolicy, 2007-10

UniversityoftheFreeStateEmploymentEquityPolicy, 2005

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ACCEPTANCE OF THE POLICY

Having read through the terms and conditions stipulated in this Policy, the undersigned understand and accept this as an official Policy of the VUT. The parties below officially accept this Policy on behalf of the members of this institution by affixing signatures in the space provided below.

DATE:

FOR AND ON BEHALF OF EXECUTIVE MANAGEMENT:

______

VICE CHANCELLOR & PRINCIPALPRINT NAMESIGNATURE

DATE:

FOR AND ON BEHALF OF COUNCIL:

______

CHAIRPERSON OF COUNCILPRINT NAMESIGNATURE

DATE:

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