Employment Equity

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).

Resilience is our capacity to recover from difficulties, our ability to bounce back from the problems we face. Psychologists are encouraging adults to foster resilience in children, as well as in themselves. 

 

The Employment Equity Amendment Bill (Bill), 2018 amends specific provisions of the Employment Equity Act 55 of 1998 (EEA). 

 

 

The employment equity and work opportunity targets for people with disabilities should increase to at least seven per cent by 2030 according to the Department of Social Development’s White Paper on the Rights of Persons with Disabilities.

The employment equity and work opportunity targets for people with disabilities should increase to at least seven per cent by 2030 according to the Department of Social Development’s White Paper on the Rights of Persons with Disabilities.

The World Economic Forum’s most recent Global Gender Gap Report concludes that the gender gap in pay, participation and leadership is widening for the first time since 2006 after a decade of slow but steady progress.

South Africa’s Employment Equity Act (EEA) contains a number of anti-discrimination provisions, as well as mechanisms for employers to collect, analyse, plan and report on employment equity information.

When Stephen Hawking passed away last week, the world lost an incredible human being, someone who was able to look past his physical limitations and become one of the great thinkers of our time.

A mere 5% of people with disabilities have a matric according to Progression’s statistics. In addition, persons with disabilities make up less than 1% of the reported workforce. It is estimated that around 95% of persons with disabilities are unemployed.

With many companies striving towards diversifying their workforce, people with disabilities are becoming increasingly integrated into organisations. Yet despite these efforts, workplaces remain largely inaccessible to people with disabilities, with physical and attitudinal barriers still presenting a major challenge.

The Department of Labour has advised companies to ensure that they have proper employment equity (EE) plans in place, this as currently proposed amendments to equity legislation will tie state contracts to compliance with legislation.

While some steps have been made towards integrating women into the workforce African women still face many barriers to obtaining decent employment.

The 17th Annual Report of the Commission for Employment Equity indicates 68.5% of top management positions at South African companies are still occupied by white South Africans.

South African employers are not only heeding legislation that governs the treatment of employees with disabilities, but are also taking advantage of skills development related tax rebates and the advantages of learnerships designed to boost HR capacity.

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

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.

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