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DPSA Comprehensive Monitoring Report: Achieving Employment Equity Targets

Update on departments' progress towards 50% employment of women and 2% of persons with disabilities in the Public Service. Details submission of plans, support given to departments, workshops completed, and representation statistics. Discusses compliance with targets, 3-year trends, and women managers in key sectors.

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DPSA Comprehensive Monitoring Report: Achieving Employment Equity Targets

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  1. Briefing by the DPSA on the comprehensive monitoring report of departments in achieving employment of 50% of women and 2% of people with disabilities 12 August 2015

  2. Outline of presentation • Update since the last presentation in September 2014 • Submission of plans and reports for the implementation of the JobACCESS Strategic Framework for the Recruitment, Appointment and Retention of People with Disabilities in the Public Service • Support given to departments • Progress in the representation of people with disabilities in the Public Service • Progress in the representation of women at SMS • DPSA support to departments in meeting the equity targets

  3. Background • The 2% and 50% targets were not met by 31 March 2015. • Improvement of the representation of women at SMS improves annually by a percentage point. • Currently it is at 40.5%. • The representation of persons with disabilities in the Public Service is still very low . Currently, it is at 0.66%. • Submission of implementation plans and reports for the Gender Equality Strategic Framework (GESF) and the JobAccess Strategic Framework for the Recruitment, Appointment and Retention of People with Disabilities (JA) has improved from 78 in 2014/15 to 101 in 2015/16. • The number of departments that reached the 2% target in June 2014 were 22 departments and rose to 29 in March 2015. • Departments are required to submit implementation plans and half yearly reports on the two strategic frameworks. These plans and reports form part of the reporting requirement on the MPAT.

  4. Submission of implementation plans and reports on the Gender and the JobACCESS Strategic Frameworks

  5. Provinces supported on development of GESF and JA Implementation plans and implementation of remedial plans Workshops completed in 2015 • KwaZulu Natal 25 & 26 June 2015 • Gauteng 06 & 07 July 2015 • Limpopo 23 &24 July 2015 Workshops planned for the year • Western Cape 06 & 07 August 2015 • Eastern Cape 07 & 08 September 2015 • Northern Cape 12 & 13 October 2015 • Free State 19 & 20 October 2015 • Mpumalanga 03 & 04 November 2015 • North West 23 & 24 November 2015 • National Departments February 2016

  6. Representation of people with disabilities as at 31 March 2015 As at March 2015 there were 1 324 228 employees in the Public Service of which 8 729 (0.66%) were employees with disabilities. • 4 213 (48.2%) of this number were female and 4 516 (51.8%) were males; • There were1 178 (13.50%) persons with disabilities below the age of 34; • There were 1 007 between the ages of 35-39; • There were 1 564 between the ages of 40-44; • 1 774 between the ages of 45-49; • 1 578 between the ages of 50-54; • 1 199 between the ages of 55-59; • 420 between the ages 60-64; • 9 between the ages of 65-69; • 119 persons with disabilities at Senior Management Services (SMS) level; • 226 persons with disabilities at Middle Management Services (MMS) level; and • 8384 persons with disabilities at levels 1-10.

  7. 3YR TRENDS IN ACHIEVING 2% IN THE PS

  8. Compliance with meeting the 2% equity target per province as at 31 March 2015

  9. Departments that have met the 2% target

  10. Departments that have met the 2% target cont.

  11. GEMS Statistics on other disabilities that could also (according to the definition) be disclosed • When these chronic conditions are considered, we have met the 2% target based on 1,3 million employees.

  12. Representation of women at SMS as at 31 March 2015 • As at March 2015, there were 9649 filled SMS positions of which 3 914 (40.5%) were filled by women and 5735 (59.5%) were filled by men. • There has been an increase of 1% from last year (39.8%). • Levels 15 and 16 are powerful executive levels in the Public Service where decisions are made and the low representation of women at these two levels remain a concern. Slide 14 shows the graphic representation of this pattern at level 16.

  13. Representation at 13-16 by race and gender

  14. Representation of women at SMS per salary levels by race

  15. Representation of women at level 16

  16. Representation of women versus men at SMS in the PS.

  17. Compliance with the 50% representation of women at SMS per province as at 31 March 2015

  18. Departments that have met the 50% target

  19. Women managers in the Education and Health Sectors • CEOs and Managers of health facilities (hospitals, clinics, Emergency services and Community Health Centres): as at 30 June 2015, 134 positions were filled in these centres and 62 (46.2%)were headed by women. • Only 2 persons with disabilities headed these institutions. • In the Education sector (principals and circuit office managers) there were 21 302 classified as managers and 7 826 (36.7%) were women. • 129 were headed by people with disabilities • In these sectors, women still do not constitute the required 50%.

  20. DPSA support to departments in meeting equity targets • The policy on Reasonable Accommodation and Assistive Devices which is set to create uniformity in approach has been approved;. The policy is accompanied by a Directive to give it more authority. • DPSA still provides support to departments with regard to compliance to legislation promoting mainstreaming of disability and gender (see slide 5). • The strengthening of the implementation of the two frameworks (GESF and JA) has resulted in improved compliance by departments. Departments submit plans annually on the 28th of February and reports in February and in August. • Departments that have not met the 2% and the 50% targets are required to develop remedial plans to show how they will address the gaps. • Departments that have met both targets are required to develop retention and maintenance plans to guard against losing the targets.

  21. DPSA support continued. • In the 2014/15 financial year DPSA conducted a study on the movement of persons with disabilities in the Public Service after the issue was raised by this committee that employees with disabilities leave the Public Service in large numbers. • Questionnaires were sent out with questions seeking information on: levels and length of service; training and development for career pathing; qualifications; provision of reasonable accommodation; access; reasons for the failure of the PS to meet the 2% target; the PS as a career of choice ; including if they had plans to leave the PS. The questionnaire was followed by a focus group session. Responses were satisfactory as reflected below: • National departments (218)(32.29%) • Gauteng (180)(28.26%) • KwaZulu-Natal (66)(10.36%) • North West (65)(10.20%) • Eastern Cape (27)(4.24%) • Western Cape (23)(3.61%) • Free State (17)(2.67%) • Limpopo (19)(2.98%) • Mpumalanga (20)(3.14%) • Northern Cape (02)(0.31%)

  22. Findings • Employees with disabilities are not leaving the Public Service in large numbers, instead, they move laterally within the Public Service. This pattern correlates with the steady rise of intake reflected by the annual PERSAL statistics. • Respondents raised the following concerns that need to be addressed: • Persisting discrimination and negative attitudes; • Victimisation and reminder to be grateful for having a job; • Being undermined by colleagues; • Promotions not happening • Provision of Reasonable accommodation • Training and development • Access • Disability mainstreaming

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