Is the Equity Aim a Misfire, Misfit or Missile?

The Equity Aim. Is the Equity Act a Misfire, Misfit or Missile? Can equity be achieved without pro-poor policy? Let's make your Equity Plan a high impact resource.

Does Equity Aim to Recalibrate Business Practises?

The Equity Aim: Does the Equity Act Impact?

The Equity Policy, so what? Right?!

The intentions of equity can be marred by a lack of pro-poor policy and uninformed processes diminishing meaningful outcomes.

Does Equity Aim Too Low?

This post aims to raise awareness about the importance of equity policies, particularly in relation to vulnerable populations like NEETs, and offers a workshop opportunity for organizations to delve deeper into this topic with an experienced facilitator.

Employment Equity Act Purpose

The purpose of the Act is to remove unfair discrimination and to promote equity in the workplace.

How will it help workers and managers?

As a worker, the law will help remove discriminatory barriers of the apartheid past. It should give you access to training, new opportunities and promotion.

As a manager it will give you a more productive workforce. Better trained and better motivated, to help make your company more competitive in South Africa and in the world economy.

pivotal training equity aim

How can the equity law prevent discrimination at work?

The law says that nobody must be discriminated against at work, or when applying for a job.

Employers may not discriminate on the grounds of race, gender, sexual orientation, pregnancy, marital status, family responsibility, ethnic or social origin, colour, age, disability, religious belief, political opinion, language or HIV status.

The law also says all employment policies and practices, such as recruitment procedures, advertising and selection criteria, job classification and grading, training and development, promotion, transfer and disciplinary measures must not be discriminatory.

The Equity Aim for Vulnerability, Complexity, and Being NEET

Many organisations find opportunity and value in offering NEETs training to increase their employability and simultaneously achieve organisational equity targets.

The Equity Policy and NEETs (Not in Education, Employment, or Training)

Absorbing NEETs into organised economic systems is important for enhancing their career and psychological development.

When dealing with vulnerable youth, generational poverty impacts require organisations to develop sensitivities where previously they enforced expectations.

Is Equity Aimed at Pro-poor Outcomes?

Social Development and Economic Inclusion

NEET inclusion is an economic development priority. Education and training clients often request specific procedure input addressing attraction, attrition and career development services.

They seldom have time to sift through the gamut of literature and statistics for direction.

rpl and other policies for accreditation consultation

Does Your Equity Plan Meet the Equity Aim?

The Employment Equity Act says that certain employers, usually employers who employ 50 workers or more, have to:

  • make sure that a manager is responsible for promoting affirmative action
  • consult all workers on the steps that they want to take to improve the position of Black people, women and people with disabilities
  • work out if any problems exists in the workplace which prevents Black people, women and people with disabilities getting jobs or advancing in the company
  • prepare a plan to solve the problems and make sure that the company is representative of all the people in South Africa
  • report to the Department of Labour on how representative their company is and what steps they are taking to improve the situation.

Equity Aims at Inclusion

All workers have a right to ask what their company is doing to promote affirmative action.

If you think your company may be discriminating against Black people, women and people with disabilities or not doing enough to improve their situation, you can contact the Department of Labour.

Develop an Employment Equity Plan

Who is responsible for developing the employment equity plan?

The development of the employment equity plan is the responsibility of a designated employer as provided for in section 5, section 13 and section 20 of the Employment Equity Act, No. 55 of 1998.

The employer does this in consultation with the workers.

Equity Plan Workshop Details

We have a workshop designed to broaden your view of equity and takes a practical approach to equity documentation.

Every effort is made to mesmerize you with brilliant content!

But specific exercises will assist you in structuring resources!

Contact Leonie about a bespoke session tailored to your needs.

  1. Equity policy strategy, NEET demography 

    • statistics, so darned fascinating!  Painting a vivid picture of the vulnerable, prepare for data drama!
    • outlining equity, what’s it really mean? Covering assumptions, actions and contradictions.
    • citing empirical studies in different disciplines, we’ll discuss questions for development. Internationally, NEET data is growing as more studies are conducted to understand how to absorb them in an economy.
  2. References for organisational policy

    • matching equity values to actual praxis
    • frameworks for gender, race and disability
    • reputation and brand ethics questions
    • danger points: preventing potential conflict areas between policy position and final outcomes

Equity Workshop Purpose

  1. Expose amazing research: Social psychological research dating as far back as the 1960’s already established the importance of equity in labour relations. Far more insightful and diverse research exists today.
  2. To position a robust approach to equity and development policy so innovative ideas from a range of disciplines can be incorporated.
  3. To highlight policy pressures and possible remediation to avoid reputation damage or failed outcomes
  4. To unpack the context of vulnerability in a holistic manner, framing it against the backdrop of those Not in Employment nor Education and Training
  5. To inspire, interrogate ideas and provide insights.

Contact Leonie for assistance with your policies.

Leonie Hall is a development economist, social activist and seasoned leader with over 25 years of operation and project management experience in the education, social change and youth development sectors. 

A former high school teacher, SETA accredited training provider and HRD specialist with a proven track record of working with government agencies, civil society organisations, communities and grassroots movements, she can provide unique insights for capacitating youth and unemployed markets.

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