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EMPLOYMENT EQUITY FOR BLACK ECONOMIC EMPOWERMENT

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EMPLOYMENT EQUITY FOR BLACK ECONOMIC EMPOWERMENT

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    1. EMPLOYMENT EQUITY FOR BLACK ECONOMIC EMPOWERMENT 1

    2. UCT GRADUATE SCHOOL OF BUSINESS: BREAKWATER MONITOR Trends in Overall Management 1991 1996 1997 1998 1999 2000 Black 7 10.36 12.57 13.79 15.57 20.36 African 4.72 6.18 6.21 6.85 9.52 Women 12.29 13.78 16.16 17.8 21.34 1991 1996 1997 1998 1999 2000 Black 7 10.36 12.57 13.79 15.57 20.36 African 4.72 6.18 6.21 6.85 9.52 Women 12.29 13.78 16.16 17.8 21.34

    3. UCT GRADUATE SCHOOL OF BUSINESS: BREAKWATER MONITOR Trends in Top Management Top Management 2000 2006 Black 12.7 22.2 Black Females 2.4 9.6 Top Management 2000 2006 Black 12.7 22.2 Black Females 2.4 9.6

    4. Trends in Senior Management Senior Management 2000 2006 Black 18.5 26.9 Black Females 4.3 8 Senior Management 2000 2006 Black 18.5 26.9 Black Females 4.3 8

    5. Trends in Middle Management Middle Management 2000 2006 Black 44.1 36.5 Black Females 24.9 13.8 Middle Management 2000 2006 Black 44.1 36.5 Black Females 24.9 13.8

    6. UCT GRADUATE SCHOOL OF BUSINESS: BREAKWATER MONITOR Trends in Skilled Employee Levels 1991 1996 1997 1998 1999 2000 Black 20 28.51 30.89 29.06 36.58 43.71 African 15.64 17.06 16.29 21.18 22.35 Women 24.61 25.89 24.8 29.41 33.28 1991 1996 1997 1998 1999 2000 Black 20 28.51 30.89 29.06 36.58 43.71 African 15.64 17.06 16.29 21.18 22.35 Women 24.61 25.89 24.8 29.41 33.28

    9. Employment Equity and Skills Development = 22% of Scorecard The comments on the previous slide also apply to this slide. The comments on the previous slide also apply to this slide.

    11. BEE Employment Equity Takes into account management levels only (for generic companies) Top, Senior, middle and junior management as per the EE Act Excludes semi-skilled and unskilled occupational levels Takes into account black people with disabilities Application of the ARG 5 and 10 year target EAP (Economically Active Population) targets met = 3 bonus points If 40% of each target is not met, companies score NO points for each line of the scorecard Senior Management target = 43% 40% of 43% is 17.2% Must achieve > 17.2% using the ARG

    12. ARG Adjusted Recognition for Gender:

    13. ARG Adjusted Recognition for Gender Say 2 out of 10 people in Other Top Management are black men: Say 2 out of 10 people in Other Top Management are black women:

    14. Management Control Generic Scorecard

    15. Employment Equity Generic Scorecard

    16. Employment Equity QSE Scorecard

    17. Classification of Staff

    18. Classification of Disability People with disabilities are persons who have a long-term or recurring physical or mental impairment which substantially limits their employability or advancement in the workplace. Mental impairment is defined as a clinically recognised condition or illness that affects a person’s thought process.

    19. Classification of Disability Physical Impairment means total or partial loss of a bodily function or part of the body. It includes sensory impairments   Mental Impairment means a clinically recognised condition that affects a persons thought process, judgement or emotions.

    20. Classification of Disability Long-term means the impairment must be for greater than 12 months Recurring impairment is one that is likely to happen again and to be substantially limiting  Substantially limiting occurs when the impairment substantially limits the person’s ability to perform the essential functions of the job. An assessment to determine whether the impairment is substantially limiting , must consider if medical treatment or devices would control or correct the impairment.

    21. Labour Brokers Staff Temp staff that are assigned for more than 3 months = employees = Measured for Employment Equity (EE Act) Temp staff less than 3 months are employees of the Labour Broker = Procurement

    22. Employment Equity Proving race As it is not possible to confirm a person’s racial classification, it is recommended that organisations get their staff to complete the EEA1 report, wherein the staff member would declare which race group they fall into. The same would apply for disability, as the relevant staff member would need to declare their disability and then submit sufficient proof thereof.

    23. EE - Key Measurement Principles EEA2 data filed with Department of Labour to be used No points for a particular sub-element unless sub-minimum of 40% of target achieved If structure does not distinguish between Middle and Junior Management Can use Junior Management Senior Management changes to 8pts Junior Management changes to 6pts Bonus points are available to those organisations that meet or exceed the targets for the Economically Active Population (EAP) in their region. The bonus points are allocated 1 for each of the management levels on attaining the EAP target. The target is not subject to applying the adjusted recognition for gender.

    24. Employment Equity Evidence Requirements

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