Issued in 1998, the Employment Equity Act seeks to bring balance to the local job market by eliminating discrimination in the workplace. The Act also helps organisations achieve an equitable representation of employees from designated groups using methods such as affirmative action.
As part of the Act's mandate, employment equity and other governmental growth strategies such as black economic empowerment (BEE) have sought to redistribute key positions to previously disadvantaged persons.
These initiatives have entrenched themselves into the South African business landscape. Today, any organisation with a staff contingent of over 50 is legally obliged to participate, while major public sector tenders sometimes hinge upon internal diversity and BEE scorecards.
Unfortunately, this financial connection has resulted in the frequent misunderstanding and abuse of employment equity's true intentions.
In our progressive South African society, organisations should no longer regard this concept as a 'check list' which must be fulfilled in order to secure major governmental contracts.
By adhering to the Employment Equity Act organisations are able to embrace diversity and cultivate a work environment which aids the exchange of new perspectives while creating a respectful work environment.
In doing so, companies attract and retain the skills and expertise required to serve emerging markets.
It is vital that all organisations implement an equity plan which guides and manages diversity within the organisation, while enabling the development of a strong organisational culture. The move towards a highly diverse workforce has highlighted the importance of an internal corporate culture that encourages diversity. This strategy should also align the staff with the goals of the business.
The ultimate goal in working with diversity is to weave it into the fabric of the organisation - into all the different dimensions of work, structures and processes. In doing so, staff is encouraged to appreciate that diversity management is about more than legal or ethical compliance - it is about good business sense.
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