1. Employment equity framework and committee mandate
- Purpose of employment equity and an overview of designated groups.
- Overview of the amended framework and sector numerical targets.
- Committee composition and appropriate workforce representation.
- Terms of reference, membership and reporting arrangements.
2. Roles and responsibilities
Responsibilities of employee representatives, the chairperson, HR support and management representatives.
- Role of the designated EE senior manager.
- Preparing for meetings, gathering employee input and providing feedback.
- Confidentiality, constructive participation and action tracking.
- Understanding that the employer retains responsibility for compliance.
3. Meaningful consultation
- Who must be consulted and how representatives should participate.
- Consultation on the employment equity analysis, EE Plan and reports.
- Disclosure of relevant information and adequate time to consider proposals.
- Discussing recommendations and attempting to reach consensus.
- Recording agreements, disagreements, reasons and follow-up actions.
- Regular meetings and feedback to employees.
4. From consultation to implementation
- Identifying barriers in recruitment, work allocation, development, promotion and retention.
- Considering reasonable accommodation and an inclusive working environment.
- Translating findings into practical measures, responsibilities and timeframes.
- Understanding numerical goals and annual targets.
- Monitoring progress and reviewing EE reports before submission.
5. Practical exercise and action planning
- Simulated committee discussion using a fictional accounting firm scenario.
- Evaluating a proposed corrective measure.
- Recording recommendations, disagreements and agreed actions.
- Identifying priorities for Bass Gordon’s next committee meeting.
