EMPLOYMENT EQUITY PLAN TEMPLATE
- Responsibility
1.1The senior manager responsible for this Plan and its implementation and all follow-up matters shall be name and job title.
1.2Name is a senior manager who reports directly to the chief executive of name of business uniton matters concerning Employment Equity.
1.3Among other tasks name, in conjunction with the Employment Equity Committee and Human Resources, will endeavour to:
1.3.1Allocate sufficient time to Employment Equity.
1.3.2Act within an appropriate budget allowed by the chief executive.
1.3.3Increase the level of awareness of Employment Equity among other managers
1.3.4Monitor progress in Employment Equity matters.
1.3.5Ensure that audits and analyses are done.
1.3.6Identify and remove or amend policies, practices and procedures that adversely affect designated groups.
1.3.7Support diversity through equal dignity and respect for all people.
1.3.8Make any changes that may be needed to ensure that persons from designated groups have equal opportunity.
1.3.9Pursue equitable representation of persons from designated groups in all categories and levels in the workforce.
1.3.10Retain and develop persons from designated groups.
- Duration of the Plan
2.1Five years.
2.2Any time periods pertaining to any Employment Equity matter are not inflexible.
2.3Progress should be ongoing and should be noticeable during the course of any time period and not only at the end.
- Objectives
3.1The numerical goals are set out in the Report. The numerical goals should take into account the following:
3.1.1The degree of under-representation of persons from designated groups in each occupational category and level.
3.1.2Present and planned vacancies.
3.1.3National and Regional demographics.
3.1.4The pool of suitably qualified persons from designated groups, from which name of business unitmay be reasonable expected to draw for recruitment purposes.
3.1.5Present and anticipated economic and financial factors relevant to the industry in which name of business unit operates.
3.1.6Financial circumstances of name of business unit.
3.1.7Anticipated growth or reduction in the workforce.
3.1.8Anticipated staff turnover.
3.1.9Staff turnover trends among persons from designated groups.
3.2Other Objectives:
3.2.1Awareness.
3.2.2Fairness.
3.2.3Better quality of work life for all.
3.2.4Increased opportunity for upward mobility.
- Measures to Achieve Greater Representation
4.1Due regard will be given to the demographic make-up of the total workforce in the business unit, in respect of the number of Africans, Indians, Coloureds, Whites, females, males, foreigners and disabled people. Therefore, following resignations, dismissals and retirements, the process of recruitment must take into account the demographics of the workforce and the demographics of the region.
4.2Specifically, [name of business unit] supports the following:
4.2.1Appointment of persons from designated groups, where such persons are suitably qualified, and in line with the numerical goals in the Report.
4.2.2Increasing the pool of available candidates.
4.2.3Training and development of persons from designated groups.
4.2.4Promotion of persons from designated groups, where such persons are suitably qualified, and in line with the numerical goals in the Report.
4.2.5Retention of persons from designated groups.
4.2.6Reasonable workplace adaptation for disabled people.
4.2.7Steps to ensure that persons from designated groups who are appointed to senior positions are able to meaningfully participate in corporate decision-making.
- Updating/Improvement of the Plan
5.1The Plan should be evaluated and re-considered on an ongoing basis.
- Monitoring the Implementation of the Plan
6.1Progress in terms of Employment Equity will be monitored by the Responsible Manager, with input from the Employment Equity Committee and Human Resources.
6.2The Employment Equity Committee will meet quarterly.
6.3The Employment Equity Committee will keep a written record of its deliberations and activities.
- Disputes about Employment Equity
7.1Such disputes will be dealt with through the existing grievance procedure until such time as the Employment Equity Committee, in consultation with the Responsible Manager and Human Resources, develops a distinct Employment Equity Dispute Procedure.
SIGNED at ………………………………………………on the …………… day of …………………………..20…….
EMPLOYEE’S SIGNATURE …………………………………………….. IDENTITY NUMBER …………………………………..
WITNESSES
1. ……………………………………………..
2. ……………………………………………..
SIGNED at ………………………………………………on the …………… day of …………………………..20…….
COMPANY REPRESENTATIVE’S SIGNATURE ……………………………………………..
FULL NAME……………………………………………………………..……..IDENTITY NUMBER …………………………………..