Steps to conduct a barrier analysis:
An employment equity plan is based on the information collected by a barrier analysis. The barrier analysis include two areas of study:
- Employment policies, procedures and practice
- Workforce profile
Employment policies is the collection of policies that prescribe the rules of a company in relation to its employees. It is not compulsory to have employment policies, but most large companies with many managers have policies to assist managers with enforcing the rules of the company in relation to employees. Typical policies include: recruitment, skills development and remuneration.
Employment procedures are the administrative processes and forms to implement employment policies. For example the recruitment policy may include the application process to be followed by job applicants, the standard forms to be completed and the supporting documents to be submitted.
Employment practice refers to the way that managers apply the company’s policies (or their own discretion) when dealing with employees. The workforce profile is a report showing the number of employees by designated groups1 and non-designated groups2 per occupational level3. The format is prescribed in the employment equity regulations (EEA 12).
The outcome of this process should be the employment equity barriers specific to your organisation. Employment equity barriers are defined as: “the reasons for under-representation of designated employees in the workforce profile”
A barrier analysis is formally prescribed by form EEA 12 of the Regulations. This form should be completed in full as your company’s proof of compliance. The completed form EEA 12 is the objective of this task.
1 Setup project team
The barrier analysis is a matter for consultation – this means you have to involve the employment equity forum in the process. There are no clear guidelines of how to consult with the employment equity forum on the barrier analysis. Consultation range from presenting the results to the forum and discussing their views to involving the employment equity forum in the entire process.
Involving some members of the employment equity forum in the project team is a good idea in this instance as it will facilitate a smooth consultation process and improve communication with the forum. If you had any resignations from the employment equity forum, it is imperative that your first ensure that the company has a fully functional and compliant employment equity forum in place before conducting a barrier analysis.
The following project team is recommended:
2 Launch barrier analysis project in the organisation
Ideally the barrier analysis project should be announced by the CEO to all stakeholders in the organisation. The launch should include a multi-facetted communication strategy. The first communication should commence at least three weeks before any activities relating to the barrier analysis commence.
- The launch should include the following information:
- The purpose of the barrier analysis
- What information will be collected
- How the information will be used
- Assurance of the confidentiality of responses
- The process to be followed
- When feedback will be provided and the format of the feedback to be expected
- The commitment of the company to transformation
Click here to download: Communication EXAMPLE
3 Collect information
There are three types of information to be collected for the barrier analysis:
3.1 Policies and procedures related to employment at your company
3.2 Practices related to the management of employees
3.3 Employee records
3.1 Policy and procedures related to employment at your company
The Department of Labour issued a Code of Good Practice: The Integration of Employment Equity into Human Resource Policies and Practices. This code suggests how the principles of employment equity may be integrated into your company’s policies and procedures. The Code includes the following policies and procedures:
- Job Analysis and Job Descriptions
- Recruitment and Selection
- Medical, Psychological and other similar Assessments
- Terms and Conditions of Employment
- Job Assignments
- Performance Management
- Skills Development
- Terminating Employment
- Exit Interviews
Collect all company policies and procedures in the above categories plus any other employee related policies and procedures which may be relevant to the audit. Many companies now have talent management policies which include a number of the above categories in one policy – you will have to use your own discretion whether a policy document is relevant or not.