Legislation requires that all designated employers submit Employment Equity Reports annually to the Department of Labour.
Labour Inspectors conduct regular inspections; non-compliance or the falsifying of information can result in hefty fines! 
Designated Employers are obligated to report annually to the Department of Labour on progress made in their Employment Equity Plan 
In this plan, organizations analyse their current workforce and set clear targets for the develop-ment of a more equitable workforce, based on the Economically Active Population per area
Employment Equity is the establishment of a fair working environment for all with specific focus on the employment and advancement of previously disadvantaged individuals, females and disabled persons 
Employers must strive to implement equal pay for equal work policies and prepare the work-place to accommodate people with disabilities
An accurate report of the below topics must be submitted with a detailed breakdown of race, gender, disability etc provided according to occupation, management levels, categories etc:
  • Total Workforce profile
  • Workforce movements - recruitment, promotions, terminations, etc

  • Skills Development interventions achieved and planned
  • Statement of remuneration/benefits etc
  • Income differentials identified and explained
  • Measures to reduce income/equity gaps identified and explained
  • Progress report on goals and targets
  • Evidence of EE Policies/Implementation
  • Minutes of EE Committee meetings
  • Qualitative assessment of EE Plan
Your EE Training Plan should correspond with your Workplace Skills Plan
Regular Skills Audits should be conducted to determine existing skills within the workforce and identify additional skills required. Analysis should also identify to what extent designated groups are under-represented in the workplace
With the goal of advancing females, disabled and previously disadvantaged employees into higher management levels, training should be prioritized for selected individuals 
Clearly defined career paths should be outlined for selected individuals and relevant training interventions identified and aligned to short, medium and long term goals
Only once plans are adopted as policy and made public in a workplace can the process become a tangible part of corporate culture. Compliance in accordance with all provisions of the Act must then be implemented and maintained: 
  • Evidence of consultation with employees
  • Relevant documentation clearly displayed
  • Must have EE Plan (5 year)
  • Must have EE Policy 
  • Appoint EE Manager and EE Committee
  • Submit annual reports annually to D.O.L
  • Regular monitoring and evaluation
Training Plan
LJ Consulting are experts in the development and implementation of Employment Equity plans, compliance and submission of reports
We will guide you through the process to ensure that your organisation meets the requirements of the Act, and supports the growth and success of your business
  • Declaration of Commitment to Employment Equity
  • Summary of organizational policies and strategies related to Employment Equity
  • Long-term numerical goals for achieving equitable representation 
  • Specific objectives and timetable for each year of the plan, including hiring policies
  • Identify selected individuals for skills development initiatives and advancement 
  • SMART Objectives - Specific, measurable, achievable, realistic and timed
  • Stringent monitoring/reporting processes
E.E Plan (Summary)
"...to achieve equity in the workplace by promoting equal opportunity and fair treatment in employment through elimination of unfair discrimination and implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups, in order to ensure equitable representation in all occupational categories and levels in the workforce."
Employment Equity Act, No 55 of 1998
Employment Equity is an Integral part of Transformation


It is a valuable strategic tool that when consciously aligned and combined with Skills Development initiatives, allow many of our clients to maintain and even improve BBBEE objectives