How to implement an Employment Equity Plan

The EE plan implementation process must keep the following Organisation Development (OD) Launch Process implementation guidelines **1 in mind:

  • Keep the Big Picture in Mind
  • Choose the Right Interventions
  • Use a Sound Change Model to Plan and Manage the Change Process
  • Keep People Engaged and Make the Incentive to change Greater Than the Incentive to stay the same
  • Identify and Manage Resistance to Change
  • Follow Through and learn from the Process

The process to implement an EE plan entails the following activities:

Infographic guide to implement an employment equity plan

**1: 1 Article titled: “Launch: Assessment, Action Planning and Implementation”, written by DD Warrick in Practicing Organisation Development; 2010; Edited by WJ Rothwell,
JM Stavros, RL Sullivan and A Sullivan; Pfeiffer

Click here to view details of our software for monitoring EE progress

1  Consult with Employment Equity Committee

A designated employer must consult with employees on the implementation of the EE plan. Issues that to be consulted on should, as a minimum, include the following:

  • What communication mediums will be used for the EE plan launch
  • What level of content is relevant for each stakeholder group during the EE plan launch
  • Who will communicate the contents of the EE plan?
  • What monitoring and evaluation mechanisms must be in place for the EE plan?
  • Which business processes must be aligned to the EE plan and how?
  • How is progress reporting to take place? Which stakeholders must receive progress reports and what is the nature of these progress reports?

2  Launch EE plan

Preparation involves the following tasks:

The launch of the EE plan in the organisation is important. This will ensure that the EE plan is a “living” document. Each stakeholder must understand their role in relation to the EE plan and how they are impacted by the EE plan. They must also understand the implications of making decisions that are not in line with the objectives of the EE plan.

The launch of the EE plan must preferably commence an organisation wide announcement from the leader (e.g. CEO, MD, Plant Manager, etc).

This announcement can then be complemented with:

  • Notice boards
  • Road-shows
  • In-house magazine

The launch process must include training that is relevant to each stakeholder. The target stakeholders may include:

  • Employment Equity Forum(s)
  • Human Resources Department
  • Executive Committee
  • Employees
  • Line Management

3  Setup monitoring and evaluating mechanisms

Monitoring and evaluating mechanisms ensure that there is formal feedback on the effective implementation (or lack of). A governance model for the EE plan is an appropriate framework to set up monitoring and evaluating mechanisms. The governance model must clearly state the roles and responsibility of each key stakeholder in relation to the EE Plan. The following key stakeholders must be included in the governance model:

  • Chief Executive Officer (CEO)
  • Executive Committee (Exco)
  • Assigned Senior Manager(s) for EE
  • Line Managers
  • Human Resources Department
  • Employment Equity Forum(s)/Committee(s)
  • Employees
  • Department of Labour

Each of the above stakeholders must receive relevant reports to assist with monitoring progress.

Each of the above stakeholders must receive relevant reports to assist with monitoring progress. Evaluation is about assessing whether the initiatives introduced in the EE Plan have an impact.

Evaluation mechanisms for an Employment Equity Plan should include the following:

  • The impact of affirmative action measures will be evaluated at an agreed interval (year, etc)
  • Among other information sources, monitoring reports should inform the evaluation process
  • An evaluation criteria should be developed and implemented
  • The results of the evaluation process may trigger the review of specific affirmative action measures or the entire Employment Equity Plan
Employment Equity Governance Model (Example)

4  Align business processes to EE Plan

Business processes that are included in the EE plan must be aligned to the objectives of the EE plan (in terms of affirmative action measures). The model below attempts to depict such alignment:

Employment Equity Plan (Affirmative Action Measures)

5  Report Progress

The Human Resources Department of an organisation is normally well positioned to generate regular progress reports for the following stakeholders:

  • Executive Committee (Exco)
  • Assigned Senior Manager(s) for EE
  • Line Managers
  • Human Resources Department
  • Employment Equity Forum(s)/Committee(s)
  • Employees
  • Department of Labour

Progress reports normally include:

  • Monthly/Quarterly/Annual Progress Report : Actuals versus Numerical Goals/Targets (Occupational level; Race; Gender; People with Disabilities)
  • Monthly/Quarterly/Annual Recruitment Reports (Occupational level; Race; Gender; People with Disabilities)
  • Monthly/Quarterly/Annual Promotion Reports (Occupational level; Race; Gender; People with Disabilities)
  • Monthly/Quarterly/Annual Termination Reports (Occupational level; Race; Gender; People with Disabilities)
  • Monthly/Quarterly/Annual Training & Development Reports (Occupational level; Race; Gender; People with Disabilities)
  • Monthly/Quarterly/Annual Progress Report: Affirmative Action Measures
  • The prescribed Department Of Labour Report (EEA2)

Click here for a comprehensive guide on how to Implement Employment Equity.

3 thoughts on “How to implement an Employment Equity Plan

  • Annese

    Awesome read. I’m going to spend a lot more time researching this topic.

    Reply
  • cindy

    How to implement employment equity?

    Reply

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