commission for employment equity cee anuual... · 17th cee annual report launch •key highlights...

COMMISSION FOR EMPLOYMENT EQUITY

2017.05.09

17th CEE Annual Report Launch

• Key Highlights for the Period

• National Economically Active Population (EAP)

• Analysis of Reports (Trends from 2014 –2016)

• Way Forward

PRESENTATION OUTLINE

Chief Directorate Communication | 2011.00.00

KEY HIGHLIGHTS FOR THE PERIOD

• Reviewed the Code of Good Practice on the Preparation, Implementation and Monitoring of the EE Plan.

• Reviewed the Technical Assistance Guidelines on the Employment of Persons with Disabilities.

• Consultation with strategic partners

• Stakeholder engagements


National EAP by Race and Gender

Population

GroupMale Female Total

African 42.8% 35.1% 78.0%

Coloured 5.3% 4.5% 9.8%

Indian 1.8% 1.0% 2.8%

White 5.3% 4.2% 9.5%

TOTAL 55.2% 44.8% 100.0%


TOP MANAGEMENT LEVEL

Population Group 2014 2016 % Change

African 13.6% 14.4% 0.8%

Coloured 4.7% 4.9% 0.2%

Indian 8.4% 8.9% 0.5%

White 70.0% 68.5% -1.5%

Foreign National 3.4% 3.4% 0.0%

Female20.9% 22.0% 1.1%


SENIOR MANAGEMENT LEVEL


African 20.5% 22.1% 1.6%

Coloured 7.2% 7.7% 0.5%

Indian 9.9% 10.4% 0.5%

White 59.3% 58.1% -0.9%

Foreign National 3.1% 1.4% -1.7%

Female32.1% 33.3% 1.2%


PROFESSIONALLY QUALIFIED/

MIDDLE MANAGEMENT LEVEL


African 36.7% 41.5% 4.8%

Coloured 9.5% 9.7% 0.2%

Indian 9.1% 8.5% -0.6%

White 41.9% 37.5% -4.4%


Female42.9% 45.6% 2.7%


SKILLED TECHNICAL/ JUNIOR

MANAGEMENT LEVEL


African 58.5% 60.2% 1.7%

Coloured 11.4% 11.5% 0.1%

Indian 5.8% 5.8% 0.0%

White 22.7% 20.8% -1.9%


Female45.3% 46.0% 0.7%


SEMI-SKILLED MANAGEMENT

LEVEL


African 75.3% 76.1% 0.8%

Coloured 12.0% 12.3% 0.3%

Indian 3.1% 3.1% 0.0%

White 7.2% 6.2% -1.0%


Female41.8% 42.8% 1.0%


UNSKILLED LEVEL


African 83.8% 83.2% -0.6%

Coloured 10.9% 11.4% 0.5%

Indian 0.9% 0.8% -0.1%

White 1.2% 1.2% 0.0%


Female 37.9% 40.7% 2.8%


STATUS ON STATISTICS AROUND DISABILITY

• In 2014, persons with disabilities constituted 1.2% and in 2016, they accounted for 0.8%.

• Disability representation across all occupational levels remained very low over the three-year period.

• Other interventions in terms of the multi-disciplinary approach should be explored to prioritise the participation of this group in the workforce.


SECTOR ENGAGEMENTS - KEY FINDINGS

• Lack of commitment to transformation by Boards and Executive Leadership hence, EE not part of business strategy and plans.

• Practice of Gate-keeping in companies maintains the status quo.

• Racism and sexism still persist, perpetuating lack of transformation (e.g. still Old school boys Club).

• Business has not contributed to education in SA despite their allegations of ‘shortage of skills’.

• Preference of Foreign Nationals above South Africans instead of investing in education and skills development/ exploitation at lower levels.

• Income disparities-employees doing same work – no Equal Pay for Work of Equal Value still not implemented.


SECTOR ENGAGEMENTS - PROPOSED SOLUTIONS

Sector stakeholders proposed the following key possible solutions:

Setting of sectoral targets for benchmarking and to expedite transformation – self-regulated targets have not yielded any results;

Financial consequences for non-compliance - non-compliant companies should not access State contracts/ do business with the State; and

Advocate for Equal Pay for Work of Equal Value to address pay inequalities based on race, gender, etc.


WAY FORWARD

• Promulgation of Section 53 – dealing with State Contracts in relation to Certificates of Compliance is critical to expedite transformation.

• Amendments to the EEA – enabling provisions required for setting of EE Sector targets.

• Research has been commissioned on the impact of Migrant Labour (Employment of Foreign Nationals) on the implementation of EE (Affirmative Action).

• Encourage Workplace Transformation Activism(Activists, e.g. employees & unions) to challenge unfair discrimination practices (racism and pay inequalities) – strengthen consultative forums.

• Continue to conduct continuous Advocacy Campaigns to raise awareness and educate employees and employers on EE compliance.

SECTION 53 - EEA(1) Every employer that makes an offer to conclude an agreement with any organ of state

for the furnishing of supplies or services to that organ of state or for the hiring or letting of anything.

(a) must-

(i)If it is a designated employer, comply with Chapter II and III of this Act, or

(ii) If it is not a designated employer, comply with Chapter II of this Act; and

(b) attach to that offer either-

(i) a certificate in terms of subsection (2) which is conclusive evidence that the employer complies with the relevant Chapters of this Act; or

(ii) a declaration by the employer that it complies with the relevant Chapters of this Act, which when verified by the Director-General, is conclusive evidence of compliance.

(2) An employer referred to in subsection (1) may request a certificate from the Minister confirming it compliance with Chapter II, or Chapters II and III, as the case may be.

SECTION 53 - EEA

(3) A certificate issued in terms of subsection (2) is valid for 12 months from the date of issue or until the next date on which the employer is obliged to submit a report in terms of section 21, whichever period is longer.

(4) A failure to comply with the relevant provisions of this Act is sufficient ground for rejection of any offer to conclude an agreement referred to in subsection (1) or for cancellation of the agreement.

(5) The Minister may in the code of good practice set out factors that must be taken into account by any person assessing whether an employer complies with Chapter II or Chapters II and III.

Thank You…


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