Diversity and Transformation
Diversity and Transformation. Many South Africans believe that managing diversity and transformation are specifically South African issues. On the contrary, management of diversity is an important area in many countries. The level of movement of persons to find work increases this responsibility. Many countries have enacted legislation to prevent unfair discrimination; in South Africa this area includes the Employment Equity Act, and the Broad-Based Black Economic Empowerment legislation and sectoral charters. An understanding of the management of diversity within the workforce, and the legal requirements of legislation related to discrimination and affirmative action, are critical to effective human resource management.
The new Employment Equity Amendment Bill which has just been released, has far stricter stipulations for employers who don’t take EE seriously. Its impact will be hard hit in small, medium-sized, and large South African businesses.
The Employment Equity Regulations of 2014 require employers to use both national and regional demographics as a guide when setting employment equity targets. This requirement is causing confusion and uncertainty amongst HR professionals.
There is some confusion regarding the interpretation of the new employment tax incentive. Nritika Singh, provides some clarity on what it means to employers and how they can claim a rebate.
Should an employer use only national demographics when setting employment equity targets or should both national and regional demographics be taken into account?
Employers might have experienced a tough year on the labour front, but in the light of recent changes and additions made to key labour acts, 2014 is going to be even more challenging and complex,” says labour economist Andrew Levy.
The 9th seating of the Human Resource Development Council of South Africa (HRDCSA) chaired by Deputy President Kgalema Motlanthe was held at the Sefako Mapogo Makgatho Presidential Guest House.
Much has been said about the need to revamp HR systems to meet the challenges presented by an unstable economy and highly competitive markets. Dave Ulrich says HR departments need to consider the why, what, how and who of transformation before starting the process.
As part of the series of articles on the implementation of the Employment Equity Act (EEA), this article explains "unfair discrimination". Before continuing with this article, make sure that you have first read the article explaining discrimination and differentiation.
The first purpose of the Employment Equity Act is to promote "equal opportunity and fair treatment in employment through the elimination of unfair discrimination". But what is "unfair discrimination" and how does it differ from "discrimination"?
"The first point to be made is that affirmative action must be rooted in principles of justice and equality." Nelson Mandela. Affirmative action is what springs to mind for many, when employment equity is mentioned.
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