Employment Equity

When a person has a disability it does not mean that they are not able to perform a task or do a specific job.

Employment Equity requires companies to bring about change in leadership particularly at the higher levels of management where male dominance continues to maintain control

Despite the ongoing effort to introduce disability into the workplace, many people with disabilities still face discrimination when accessing the open labour market.

Despite the ongoing effort to introduce disability into the workplace, many people with disabilities still face discrimination when accessing the open labour market.

Accommodating people with disabilities in the workplace has been a slow process and greater effort should be made to develop a more diverse, inclusive workforce in South Africa.

The Department of Labour’s Employment Equity (EE) Directorate will conduct roadshows to strengthen EE implementation and compliance mechanisms next week in Polokwane and Bloemfontein.

Gender diversity is critical to sustaining business performance in the modern business environment.

Does your business comply with the employment equity legislation? Join the Employment Equity Compliance Conference 2016 and learn how to implement these policies in the workplace.

In the Global Gender Gap Index, which measures different aspects of gender based inequality, South Africa ranks 18th out of 142 countries.

“Not everyone with a disability experiences their condition in the same way. It therefore follows that reasonable accommodation cannot be the same for every individual with a disability.”

Improving societal and work parity between men and women in South Africa will realise substantial economic benefits, but deep-rooted negative attitudes and behaviours towards women must first be addressed.

There has been an increase in the demand for people with disabilities (PWDs) in the workplace.

Continuing the success of 2015’s Disability Conference, Progression is bringing its 5th Annual Disability Conference for the first time to Cape Town, at the Protea Fire & Ice! Hotel on Thursday 9 June 2016.

Gender diversity is a key selling point for companies that want to attract top talent and boost their bottom line, yet a recent study shows gender advancement in South Africa has deteriorated over the past decade.

While legislation has been passed to push for more employment of women in the workplace, it appears South Africa is lagging when compared to its counterparts, said Sean Jones CEO of black empowerment artisan training company, Artisan Training Institute (ATI).

Days before International Women’s Day last week, Germany passed a law obligating some of Europe’s biggest companies to have women occupying 30% of their top jobs by next year. In doing so, Germany joined the ranks of several other countries introducing gender quotas in senior echelons.

Entering the workforce, in any capacity, is an unnerving task. Add the stigmas attached to being a person with disabilities into the mix and the potential for negative employment process and ultimately experience.

Despite the numerous efforts by employers to create an inclusive and diverse workforce, many work environments still remain inaccessible for persons with disabilities, presenting both physical and attitudinal barriers.

Women earn less than men for similar work and, despite initiatives to reduce gender inequality, the pay gap has increased from 33% in 2009 to 38% in 2014.

South Africa’s ability to embrace transformation is known worldwide, its muscle is flexed once again as it deals with gender diversity in the workplace.

The Department of Labour has urged all designated employers to submit their Employment Equity (EE) report plans before the reporting season closes tomorrow.
The department reminded all designated employers that they have until 15 January 2015 to file their EE online submissions.

The Employment Equity Act requires that all designated employers draw up an
employment equity plan with clear numerical targets for the employment and
promotion of people from designated groups and show the strategy that is to be
followed to achieve these.

The Department of Labour?s Sheltered Employment Factories (SEF) have finally been
given legal status, which is expected to boost job creation for people with disabilities.

How will the proposed changes to the Employment Equity clause on unfair
discrimination impact business? In part one of we look at the easiest and
fairest way to determine "equal pay for work of equal value?.

While the controversial Empowerment and Gender Equality Bill was passed in
time for the election, it appears that there will be an inevitable post-election
backtracking on a number of pieces of legislation. Where does that leave
women in the workplace?

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