The document outlines 10 steps for developing and implementing an employment equity plan according to the Employment Equity Act of 1998 in South Africa. The 10 steps are divided into three phases: preparation, implementation, and monitoring. Some of the key steps include assigning responsibility for the plan, analyzing employment policies and practices to identify barriers, setting affirmative action objectives and timeframes, allocating necessary resources, communicating the plan, and monitoring and reporting on progress. The Act also allows the Director-General to review employers to ensure compliance with the employment equity requirements.

1. Employment Equity Act, 1998
10 Steps to an Employment
Equity Plan

2. Employment Equity Act
1 0 s te p s
P r e p a r a t io n I m p le m e n t a t io n M o n it o r i n g
P ha se P ha se P ha se
S te p 1 S te p 5 S te p 9
A s s ig n R e s p o n s ib ility A f f ir m a t iv e A c t io n O b je c t iv e M o n it o r , E v a lu a te
S te p 2 S te p 6 S te p 1 0
C o m m u n ic a t io n , t r a in in g T im e F r a m e s R e p o rt
S te p 3 S te p 7
C o n s u lt a io n A llo c a t io n o f R e s o u r c e s
S te p 4 S te p 8
A n a ly s is P l a n C o m m u n ic a t i o n

3. Step 1 : Assigning
Responsibility
E E managers should be permanent
employees
They should report directly to the CEO
They must have key Employment Equity
Outcomes incorporated into their
contracts of employment
They need the necessary authority,
budget and mandate.

4. Step 2 -Communication,
awareness and training
All employees should be made aware of the content and
application of the Act.
They must be sensitised with regards to employment
equity and anti-discrimination issues.
They must be made aware of the need for participation
of all stakeholders.
They must be informed with regards to the process to be
followed.

5. Step 2 : Communication,
awareness & training
Managers should be informed of their
obligations in terms of the Act
They should be offered training in diversity
management & related skills
They must understand that discrimination can
be direct,indirect, or as a result of inaction or
victimisation

6. Step 3 :Consultation
Employee reps from designated and non-
designated groups and all occupational
levels must be included in the consultative
forum.
Senior Management, including the
managers assigned with the
responsibility.

7. Step 4 : Analysis
All employment policies, procedures, practices
and the working environment need to be
audited/assessed
The intention is to identify barriers that may
contribute to the lack of affirmation of diversity.
Further, to identify factors that positively
promote employment equity and diversity in the
workplace

8. Step 4 : Analysis
The following should be reviewed:
Employee benefits arrangements,
Working conditions,
Disciplinary practices,
Number and nature of dismissals,
Practices relating to management of
HIV/AIDS in the workplace.
Any other issues that may be tabled at the
consultative forum.

9. Step 4 : Analysis
A workplace profile to establish the extent
of under-representation of employees
from the designated groups in different
occupational groups and levels of the
employer’s workforce.

10. Step 5:Affirmative Action measures
and objectives
Are those measures that need to be taken to
address the employment policies, procedures,
and working conditions that were identified in
Step 4 as having adverse effect on the
employment and advancement of members of
designated groups.
For each specific practice identified, an
affirmative action measure needs to be
formulated.

11. Step 6 : Time Frames
The duration of the plan should be
between 1 and 5 years
The consultative forum should decide on
the duration of their plans given their
particular circumstances and the time
frame in which they can make progress.

12. Step 7 : Resources
There should be adequate resources
including:
budget,
infrastructure and
any other resource that may be appropriate
in the circumstances.

13. Step 8: Communicate the plan
Communication should inform stakeholders:
1.who is responsible for the implementation;
2.where information regarding the Plan can
be obtained;
3.objective and duration of the Plan
4.dispute resolution mechanism

14. Step 9: Monitoring of the plan
Employers should keep records of the plan
Implement mechanism to monitor and evaluate
the plan
Evaluate progress at structured intervals
Report on progress to the consultative forum
and all stakeholders
Review and revise the plan.

15. Step 10: Reporting
Two reporting forms must be completed
EEA2 - EE Report,
EEA 4 - Income Differentials
Second report includes a progress report

16. Step 10: Reporting
150 or more employees, report annually
on the first working day of October.
Less than 150 employees, report bi-
annually i.e. on every year that ends with
an even number.

17. D.G. REVIEWS
SECTION 43
1.The Director-General. may conduct a
review to determine whether an employer
is complying with this Act.

18. D.G. REVIEWS
2.In order to conduct the review the
Director-General may :
(a) Request an employer to submit a copy
of its analysis or Employment Equity Plan;
(b) Request an employer to submit any
book, record, correspondence, document
or information that could reasonably be
relevant to review of the employer`s
compliance with this Act;

19. D.G Review continue
(c) Request a meeting with employer to
discuss employment equity plan, the
implementation of plan and any matters
related to compliance with this act ; or

20. D.G. Review continue
(d) Request a meeting with employee or
trade union consulted in terms of section
16; workplace forum ; or other
person who may have information
relevant to the review.
THANK YOU