The outcome of the analysis must inform the numerical goals and the annual numerical targets and, according to the EAP (Economic Active Population), weighted more towards under-represented designated groups when conducting their Employment Equity Plan as per requirement by the Department of Labour.
As per the Employment Equity Act (EEA), 55 of 1998, as amended, issued in terms of Section 25(1). Designated Groups mean: “Black people, women and people with disabilities who are citizens of the Republic of South Africa by birth or descents or became a citizen of the Republic of South Africa by naturalisation: before 27 April 1994 and who would have been entitled to acquire citizenship by naturalisation before that date, but were precluded apartheid policies.”
Numerical Targets
Projection of what the workforce will look like at the end of each year during the duration of the Employment Equity plan to reach the numerical goal.
Numerical Goals
Projection of what the workforce profile, as indicated previously, will look like at the end of the Employment Equity plan to reach the goal (the goal will stay the same for the duration of the EE Plan).
In your Employment Equity Plan, section 4, you will have the Workforce Profile followed by the Numerical Goals and Numerical Targets:
- Section 4.2 of the EEA13, your EE plan stated, “Numerical goals must include the entire workforce and not just the difference that is projected to be achieved at the end of the EE plan.;
- Section 4.3 of the EEA13, your EE plan stated, “Numerical targets must include the entire workforce and not just the difference that is projected to be achieved by the next reporting period.”
Keep in mind the overall objective of the Act is to achieve equitable representation of the designated workplace groups free from unfair discrimination.
How to project Numerical Goals and Targets
No company can make an accurate, definite calculation of what the company will look like in the future because the economy and industry changes. Nonetheless, the Department of Labour still needs evidence that the company is willing to improve the Designated groups’ status and that there will be active steps to encourage affirmative action measures in line with the economically active population.
Affirmative Action Measures refer to an employer’s response to barriers identified during the analysis in the EEA12, ensuring that suitably qualified, designated groups have equal Employment Equity opportunities.
When planning your Company’s Numerical Goals and Numerical Targets, you must consider certain factors to ensure the best possible outcome, such as: Under – Representation of Designated Groups, staff turnover, EEA1 forms, predicted growth or reduction in the workforce and economic & financial circumstances.
The Steps to set objectives and projecting Numerical Goals and Numerical Targets:
- Identify the representation of the Designated groups in all the occupational levels;
- Discuss vacancies or occupational needs for the Company;
- Fill the relevant position, if possible, with a person from the Designated group who is underrepresented in the relevant Occupational Level;
- Take the factors into account when filling the relevant vacancies.
Want to know more about your Employment Equity Plan? Contact your nearest SEESA Skills Development Facilitator for expert advice. Alternatively, leave your details on our website, and a SEESA representative will contact you.
About The Author:
Chantė Lottering started her career at SEESA in 2021. She is a qualified SEESA Skills Development Facilitator at the SEESA Pretoria branch.
Resources:
- Employment Equity Act – 55 of 1998, published under Government Notice No. 32393 of 14 July 2009 – EEA13 Section 4.2 & 4.3;
- SEESA Pty Ltd Employment Equity Manual