An employment equity plan is based on the information collected by a barrier analysis. The barrier analysis must be in the format of a completed form EEA 12. This report will already contain barriers and proposed affirmative action measures.
The barrier analysis report will also include a workforce profile analysis per occupational level and proposals to address the under-representation of designated employees.
COMMENTS: Underneath each table, furnish the findings, including proposed strategies on how under-representation will be addressed.
The employment equity manager must use this information to prepare an employment equity plan in the format of form EEA 13. The purpose of the plan is to implement affirmative action measures and to achieve numerical goals as a result. The affirmative action measures are action plans, with a time frame and person responsible for their implementation. The numerical goals is the planned employee profile of the company for each year of the plan (targets) and by the end of the plan (goals).
The employment equity plan represent a serious commitment on behalf of the company to guide behavior and to commit people, resources and time to implementation. The annual report (EEA 2) to the Department of Labour is a progress report for the implementation of the employment equity plan.
Steps to develop an employment equity plan: