Employment Equity

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We live in the global village and in a world that is more interdependent and interconnected than ever before. Despite this fact, businesses are still run as if from the era of isolation where most employees belong to the same race, gender and cultural background. Businesses need to be aware of the fact that by simply hiring from only one demographic, they are missing out on talents, skills, insights and experiences which can prove to be valuable for the company's success. People who are committed to diversity recognise that differences in ideas create new opportunities for success and growth. Diversity strengthens your business by encouraging fresh ideas and perspectives.


Diversity in the workplace may be one of the most important factors in a business's success. A diverse workforce is more likely to understand your customers' needs and come up with ideas to fulfill them. Diversity also increases employee morale and instill a desire to be more effective and work more efficiently. This will greatly increase the productivity of your business.


Diversity is any difference among people that could have an effect on the success of a team. For example, differences of gender, ethnicity, and age are often cited as important types of diversity.


The Department of Employment and Labour is set to conduct virtual Employment Equity workshops from 1 September.


Diversity, whether in the workplace or own life, means the inclusion of people who belong to various cultural groups, or people with different human qualities.


“It’s a myth that there is not a sufficient pool of women available to serve on South African boards,” said Prof Anita Bosch, Research Chair: Women at Work at the University of Stellenbosch Business School (USB).


Employment and Labour Minister TW. Nxesi said the Department aimed to increase the number of Employment Equity inspectors in order to fast track transformation.


Case law is beginning to develop the South African labour law around unfair discrimination which has arisen since the introduction of the "equal pay for equal work" provisions of the Employment Equity Act (EEA) in 2014.


Even though the South African constitution is regarded as one of the most progressive in the world, LGBTQI (lesbian, gay, bisexual, questioning, and intersex) employees continue to experience discrimination and harassment.


Policies are important and in place in the South African labour market to assist people with Down Syndrome and developmental disabilities in order to overcome challenges and be employed in the open labour market. 


When it comes to expressing their discontent or demanding equal pay and rights in the workplace, women should not shy away or feel that they need to remain silent


In my previous article Mere Compliance with EE Act defeats its Objectives , I pointed out that the EE Act is silent about how an employer should go about its Section 


Compliance with the Employment Equity Act should be more than a box ticking exercise.


We all fear the unknown. Helen Keller said: “Although the world is full of suffering, it is also full of the overcoming of it.” 


Despite years of progress and an increased awareness surrounding gender equity in the workplace and society in general, women bare a disproportionate responsibility when it comes to childcare.


Eradicating the gender pay gap will make a significant contribution to transformation of the South African economy by improving workplace equality and alleviating poverty and financial vulnerability that particularly affects women 

 


The purpose of the Employment Equity Act (EEA) is to achieve equity in the workplace by promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination practices


Every year, designated employers in South Africa are obligated to submit an employment equity report reporting in accordance with Section 21 of the Employment Equity Act (EEA).

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