As the Employment Equity (EE) Committee, we need to ensure that we analyse the current composition of the employee profile, as well as policies and procedures and eliminate all forms of discrimination within the company as well as set goals and targets in the form of an 3 year Employment Equity Plan. Furthermore, the EE Committee needs to analyse all policies and procedures within the company and identify barriers (issues hindering the company from achieving equality within the work place) and assign affirmative action measures for identified barriers. As the EE Committee, we also need to identify and assign timelines for affirmative action measures identified.
In light of this, the EE Committee has the following responsibilities:
- Meet at least once quarterly in order to track progress of affirmative action measures, and assigned targets for current reporting year.
- Employees within the represented occupational levels can approach EE Committee members, should they feel discriminated against. This will be discussed within the committee and should it identified as a barrier, the EE Committee needs to assign an EE measure.
- Discuss and develop a training budget for EE purposes ( this is subject to approval from the Finance department as well as the financial well-being of the company).
- Promote a culture of learning about EE within the company.
- Provide feedback to employees on all related Employment Equity matters.
- Ensure compliance with the Employment Equity Act.
- Provide feedback and yearly reports on the progress of Employment Equity to top management.
- Track and provide feedback on the progress of implemented training interventions to top management.
At the end of the day, the EE Committee is the vehicle that drives and keeps track of the progress of a company’s transformation.