Employment Equity Policy
Employment Equity Policy
1. Introduction
The need to develop an employment equity (EE) policy is derived from the Constitution of
the Republic of South Africa, 1996 and the Employment Equity Act, no. 55 of 1998.
The document Institutional Intent and Strategy 2013–2018 anchors the strategic positioning
of AMCED Engineering for the 21st century in creating and sustaining an environment of inclusivity, transformation, innovation, and diversity, and in maintaining excellence with a focus on the future. This positioning underlies AMCED Engineering’s core activities.
AMCED Engineering shows its commitment to developing and implementing an EE program that will adequately address the effects of past employment related discrimination in a fair and balanced way.
Building greater diversity among its employees and expanding its knowledge base to strengthen its position as a top engineering company. However, these objectives will not materialize if AMCED Engineering does not recruit, develop, and retain talented employees from the designated groups.
AMCED Engineering hereby declares that EE is a strategic priority and that it must form the basis of AMCED Engineering’s actions, which should include addressing the inequalities of the past as well as positioning AMCED Engineering for the future.
2. Definitions of terms
Africans – In this policy document, the ethnic use of this term does not imply the exclusion
of other South Africans in the political sense of citizenship. Furthermore, the use of racial terms in this document is not intended to uncritically reiterate legal classifications ascribed under apartheid but is made necessary by the historical legacy of inequality among the racial groups defined in this paragraph 2.
Black people – This is a generic term for Africans, Colored’s, and Indians.
Designated groups – This means black people (i.e. Africans, Colored’s, and Indians),
women and people with disabilities who are natural persons and citizens of the Republic of South Africa by birth or descent; or who are citizens of the Republic of South Africa by naturalization that occurred before the commencement date of the Constitution of the English version of this policy will be seen as the original source document should there be any difference in interpretation EEP0002-Employment Equity Policy (June 2017) Republic of South Africa Act of 1993 (i.e. 27 April 1994); or who became citizens of the Republic of South Africa on the commencement date of the Constitution of the Republic of South Africa Act of 1993, but who would have been entitled to acquire citizenship by naturalization before that date had the Apartheid policy not been in place. Employment Equity Act – In this policy document, this term refers to the Employment Equity Act, no. 55 of 1998 as amended. Furthermore, any expression used in this policy document which is defined in the Employment Equity Act has that defined meaning unless the context indicates otherwise.
3. Purpose of the policy
The purpose of this policy is to provide the guiding principles, the institutional framework
and the basic strategies for the development and implementation of the University’s EE
programs.
4. Implementation of the policy
EE is integrated into AMCED Engineering’s strategic direction as embodied in Institutional Intent and Strategy
2013–2018, AMCED Engineering’s character as an engineering company, and in particular the way
in which employees are managed. It all takes place within the framework of sensitivity for the needs
of the broader community.
5. Four pillars of AMCED Engineering’s EE Policy
5.1 Elimination of unfair discrimination
5.1.1 AMCED Engineering is committed to eliminating all forms of unfair discrimination – be it direct or
indirect, in policies, management practices, conditions of employment or labour practices – with a view to establish a working environment where opportunities, dealings with people and expectations are based on practices unrelated to race, religion, gender, convictions or any arbitrary reasons.
5.1.2 Where discrimination does take place, it must be related to inherent requirements of the position, the implementation of the relevant EE plan or other legally permissible justifiable reasons.
5.2 Affirmative action
5.2.1 Affirmative action is not an objective per se, but a planned process to establish EE in the working environment. It is a temporary measure tied to clear objectives, aims and time frames to achieve the main objective: to establish equal opportunities and fair representation of the designated groups
in the workplace.
5.2.2 Affirmative action requires that measures be implemented to ensure that the designated groups are adequately represented in the composition of the staff corps. Therefore, AMCED Engineering needs to implement diversity initiatives, training, and development programs with a view to promote accelerated employment,
5.2.3 Fair representation of the designated groups at all post levels and in all categories will be obtained by setting specific, realistic targets.
5.2.4 Targets are determined, as far as possible, keeping in mind the availability of suitable candidates in those sections of the labour market from which AMCED Engineering recruits’ staff, subject to factors such as the availability of posts and AMCED Engineering’s operational needs.
5.3 Equal opportunities
5.3.1 The removal of unfair, discriminatory practices and the implementation of affirmative action measures will establish a working environment where equal access to work opportunities is afforded to applicants and current staff. It will enable staff to realize their full potential in accordance with AMCED Engineering’s
operational needs.
5.3.2 AMCED Engineering aspires to achieve economic empowerment and a broad realization of potential within the framework of equal access to employment, promotion, training, and development.
5.4 Using and managing diversity
5.4.1 AMCED Engineering strives to develop a work environment and culture that is nondiscriminatory and welcoming to diversity, which will establish a relationship of mutual trust and cooperation, and self-confidence and change perceptions that it is discriminatory
5.4.2 The aim is to integrate the diversity within AMCED Engineering setting with the functions of AMCED Engineering in a manner that will benefit AMCED Engineering.
6. Conflict settlement
6.1 All disputes arising from the implementation of this policy, whether individual or collective in nature, will be dealt with via the normal processes and procedures at AMCED Engineering.
Should the grievance relate to EE, the Manager: Employment Equity will also be informed.
6.2 If necessary, the assistance of an independent third party may be acquired to mediate the dispute informally.
6.3 General complaints concerning unfair discrimination in AMCED Engineering policies,
practices and procedures must be directed to the Directors and the Principal for investigation and
monitoring.
6.4 Issues that impact on policy and strategy must be referred to the Directors and the Principal who will submit recommendations to the CEO.
7. Roles and responsibilities
7.1 AMCED Engineering management confirms the strategic value of the EE Policy.
7.2 The company principal acts as guardian of the EE process, while the direct responsibility for
managing the process and for developing and implementing an EE plan rests with the
managers or his or her official delegate.
7.3 AMCED Engineering management are jointly responsible for establishing and implementing the policy and for offering support program in their respective area. Within AMCED Engineering’s normal decision-making system and within their areas of responsibility.
7.4 The Managers is responsible for the day-to-day management of EE in cooperation with the Principal and Human Resources and Personnel.
7.5 The Human Resources Department supports the Manager and the principal by helping to sensitize
management and to monitor external trends such as legislation, program design and the provision of management information.
7.6 Staff members are responsible for their own development by enrolling for continued study and using training opportunities to improve their own skills continuously. managers must, wherever possible, support their staff by making available time and facilities.
8. Monitoring
Compliance with this policy will be monitored at multiple levels.
8.1 All members of AMCED Engineering Snr Management must monitor compliance with this policy and with the EE plans for the environments that report to them.
8.2 AMCED Engineering Jnr Management plays a consultative and monitoring role about the implementation of EE processes at AMCED Engineering, and initiates recommendations for policy
adjustments as required.
9. Reporting
AMCED Engineering Jnr Management must report annually to Snr Management on progress
towards achieving EE in their respective environments. The achievement of EE related objectives must form part of the key performance indicators of all Jnr Management.
