MAINSTREAMING GENDER, YOUTH AND PEOPLE WITH DISABILITIES
11 November 2011
MAINSTREAMING GENDER, YOUTH AND PEOPLE WITH DISABILITIES
11 November 2011
Overall ResponsibilityDG: N Nhleko
Presentation Outline
Employment Equity
Employment Services
Sheltered Employment Factories
EMPLOYMENT EQUITY ACT, 1998
Context of the EEA in relation to Constitution
Purpose of the EEA
Chapter 2: Prohibition of Unfair Discrimination Regulatory mechanisms - Codes of Good Practice
Chapter 3: Affirmative Action Monitoring & enforcement mechanisms
Context of the EEA
Section (9(2) of the Constitution states that:
“Equality includes the full and equal enjoyment of all rights and freedom. To promote the achievement of equality, legislative and other measures designed to protect or advance persons, or categories of persons disadvantaged by unfair discrimination may be taken”
Purpose of the EEA
Purpose of the EEA is to:
achieve equity in the workplace by promoting equal opportunity and fair treatment in employment through elimination of unfair discrimination; and
implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups to ensure their equitable representation in the workplace.
CHAPTER 2: Prohibition of Unfair Discrimination
o Every employer must take steps to promote equal opportunity in workplace by eliminating unfair discrimination.
o Section 6 states that:
‘No person may unfairly discriminate, directly or indirectly against an employee in any employment policy or practice based on one or more grounds, including race, gender, sex, pregnancy, age, disability, religion, HIV status, etc.’
CHAPTER 2: Codes of Good Practice
Code on Key Aspects of HIV & AIDS and Employment (2000) & its Technical Assistance Guidelines (TAGS) to –
‘To provide implementation guidelines on how to ensure that individuals affected by HIV & AIDS are not unfairly discriminated against in the workplace’
Code on Employment of People with Disabilities & TAGs (2002) to
‘To provide implementation guidelines to ensure that employees with disabilities know their rights and are able to deal with unfair treatment and discrimination against them in the workplace.’
CHAPTER 2: Codes of Good Practice Cont.. Code on Integration of EE in HR Policies & Practices (2005) to – ‘To provide implementation guidelines on how to promote equality and fair
treatment by amongst other things, mainstreaming gender equality issues in HR policies and practices to eliminate unfair discrimination in the workplace.’
Code on Handling of Sexual Harassment Cases in the workplace (2005) to –
‘To provide implementation guidelines on how to promote equality and
fair treatment by amongst other things, mainstreaming gender equality issues in HR policies and practices to eliminate unfair discrimination in the workplace.’
CHAPTER 3: Affirmative Actiono Applies only to DESIGNATED employers (i.e. Employers with 50
and more employees)
o Designated employers are required to: consult employees; conduct analysis of workplace policies and practices, workforce profile &
environment; prepare & implement EE Plan; and submit EE Report to indicate progress in achieving EE.
o Monitoring & enforcement mechanisms by DOL: CEE Annual Reports with EE status EE inspections DG Reviews
EMPLOYMENT SERVICES
Public Employment Services Interventions and achievements during the first two Quarters: 1st April to 31st September 2011
Key output: 300 000 Jobseekers Key output: 300 000 Jobseekers registered on the systemregistered on the system
Province Target as at end Sept 2011
Quarter 1 Quarter 2 Actual achievement as at end Sept 2011
Variance
EC 45 000 8214 10489 18703 -26297
FS 33 000 9357 9436 18793 -14207
GP 60 000 37367 73416 110783 +50783
KZN 39 000 29071 25207 54278 +24278
LIMP 27 000 12297 18426 30723 +3723
MP 30 000 8903 11111 20014 -9986
NC 18 000 4751 5703 10454 -7546
NW 24 000 3748 5611 9359 -14641
WC 24 000 16687 24247 40934 +16934
Total 300 000 130395 183646 314041 +14041
People from designated groups referred to training employment
opportunities : Youth
Province
Target as at end Sept 2011
Actual achievement as at end Sept 2011
Quarter 1 Quarter 2 Variance
EC 7500 2704 402 2302 -4796
FS 5500 4094 3554 540 -1406
GP 10000 1729 148 1581 +8271
KZN 6500 743 534 209 -5757
LIMP 4500 1960 103 1857 -2540
MP 5000 945 598 347 -4055
NC 3000 1407 220 242 -1593
NW4000 936 936 0 -3064
WC 4000 1207 684 523 -2793
National 5000050000 1572515725 7179 7601 -34275-34275
People from designated groups referred to training employment
opportunities : Women
Province
Target as at end Sept 2011
Actual achievement as at end Sept 2011
Quarter 1 Quarter 2 Variance
EC 3750 1700 254 1446 -2050
FS 2750 2460 2098 362 - 290
GP 5000 1354 224 1130 -3646
KZN 3250 334 248 86 -2916
LIMP 2250 988 85 903 -1262
MP 2500 340 234 106 -2160
NC 1500 233 153 80 -1267
NW2000 730 730 0 -1270
WC 2000 961 620 341 -1039
National 2500025000 91009100 4646 4454 -15900-15900
People from designated groups referred to training employment
opportunities : PWD
Province
Target as at end Sept 2011
Actual achievement as at end Sept 2011
Quarter 1 Quarter 2 Variance
EC 76 2 1 1 +74
FS 54 44 11 33 -10
GP 100 394 197 197 +294
KZN 64 4 2 2 -60
LIMP 46 0 0 0 -46
MP 50 4 2 2 -46
NC 30 0 0 0 -30
NW40 0 0 0 -40
WC 40 212 7 205 +214
National 500500 660660 220 440 +160+160
Key Challenges and proposed remedial actions to address the plight of designated groups
PERFORMANCE INDICATOR
MAJOR VARIANCE AND REASONS THEREOF
ACTION TO RESOLVE THE PROBLEM
Job-seekers assessed and profiled
Job-seekers placed/ referred to opportunities and other DOL services
People from designated groups referred for placement in training and income generating opportunities
Insufficient number of Career Counselors
-Employer delay in reporting placement
-Some job seekers do not meet the requirements
-UIF and CF services referrals excluded
-Targets were set too high for other provinces given the current economic climate
Less number of Short term job opportunities and training opportunities received
Appoint additional Career Counselors in Labour Center funded vacancies
-Passage of the ES Bill will compel employers to report
Develop working relations with employers
Provide details of those referred to UI and Training in future reports
Review indicator and secure Treasury approval to effect change
Liaison with EPWP related projects, DHET and SETAs, DTI . Ministry for Woment, Children and PWD etc.
Service Product trading as Sheltered Employment Factories
Historical origin and current status SEF
The Service Product Factories currently trading as Sheltered Employment Factories (SEF) were established more than 65 years ago to provide employment opportunities for people with disabilities who were unable to hold down employment in the open labour market due to the nature of their afflictions.
Currently around 97% of the workers across SEF factories fit this profile. There are 12 SEF across South Africa operating in 7 of the 9 provinces, with only Mpumalanga and Limpopo without a facility. Factories are located in Bloemfontein, Cape Town, Durban, East London, Johannesburg, Kimberly, Pietermaritzburg, Port Elizabeth, Potchefstroom and Pretoria.
Collectively they employ 1050 disabled people supported by 120 administration, management and technical staff. With current premises – land, buildings and equipment - there is the potential to provide meaningful work opportunities for more than 3 000 handicapped people.
Service Product trading as Sheltered Employment Factories
Transformation of Service Product Factories
The Department of Labour inherited the SEF from the previous Government and has in the recent past taken a bold step of embarking on a turnaround strategy, which is aimed at transforming the SEF into entities where people with disabilities can be employed regardless of their race, gender or creed.
The attainment of legal status for the SEF will enable the organisation to trade effectively and competitively within the industry.
The finalization of the business case will mean the SEF will be established as an entity that can financed adequately and conduct trade.
Service Product trading as Sheltered Employment Factories
The SEF proposed future
The SEF is about to commence with the second phase of the business case that will mean;
The SEF will have a legal identity
The SEF can compete competitively in the market
Adequate funding is provided to finance operational costs.
Service Product trading as Sheltered Employment Factories
SEF Production capability
SEF has improved production capacity whereby all the 12 SEF factories utilize at least 95% of their production capacity. With the assistance of Productivity SA project that is being piloted and our Johannesburg textiles factory, we will realign our production standards with industry standards
– by reengineering factory set-ups and manufacturing to high quality norms. The project has unearthed other related issues that affect production levels and capacity which we have undertaken to address immediately where possible.
Service Product trading as Sheltered Employment Factories
Employment Creation through the SEF
SEF has developed various business proposals and made submissions to the W&R SETA, the FP&M SETA for them to use SEF capability to create jobs for PWD. Youth. The 2nd proposal is for piloting provision of Basic Education in 3 Provinces to provide gainful employment to young people.
With the financial support from government and increase in sales of SEF products and services, SEFs have the potential to grow into a national network of factories and factory outlets that contribute to the economic empowerment of people with disabilities (including ex-combatants), that support metropolitan, rural and local community organizations and enterprises. Where disabled people are to contribute to, and be integrated into the nation’s economy.
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Thank You