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Employment Equity Roadshows gain momentum

by lloyd last modified 2008-07-28 11:22

More than 100 stakeholders mainly from the business fraternity have this week

Released by Department of Labour on 11 July 2008

More than 100 stakeholders mainly from the business fraternity have this week braved several provincial mass actions aimed at protesting against rising food prices and fuel to attend the third leg of employment equity national roadshow.


In Durban, Nstoaki Mamashela, Executive Manager Employment Equity, said roadshows aim to share information on various employment equity tools available in assisting employers in their preparation for the submission of reports ahead of the October 1, reporting deadline.


“Compliance with employment equity is a constitutional right. Equality includes full and equal enjoyment of all rights and freedom. To achieve equity means we should promote equal opportunity and fair treatment in employment through the elimination of unfair discrimination, and implementation of affirmative action measures in employment experienced by designated groups to ensure their equitable representation in the workplace.”


“In terms of the Director-General’s review process, any designated employer may be chosen to determine compliance with the Act. The DG may request submission of the employer’s current analysis, EEA plan or any other relevant information for assessment. The Chief Executive Officer (CEO) is the accounting officer for implementation of the Act. If any employer is found not to be complying following the DG review process, the matter may be referred to the labour court for action,” she said.


Masilo Lefika, Assistant Manager Policy and Development within the Employment Equity Directorate, said employers were obliged to implement non-discriminatory affirmative action measures; to assist them to generate economically viable enterprises; to embark on practical ways aimed at ensuring non discriminatory and affirmative action measures. Once they are employed, people with disabilities have a right to reasonable accommodation and easy access to work premises, he said.


Pertunia Sele, Assistant Manager Advocacy, Compliance and Monitoring, said the code of good practice on aspects of HIV and Aids in the workplace aimed to provide guidance to employees, employers and trade unions on how to translate principles of the employment equity act into day-to-day practice. The disease, which is surrounded by prejudice, unfair discrimination and stigma, has serious social economic and human rights implications.


“A call was made to all employers to organize more awareness raising initiatives and not just events to communicate messages about HIV and Aids in the workplace,” she said.


Vikashnee Harbhajan, Director Social Policy with Business Unity South Africa (Busa) expressed concern about the slow implementation by employers when it comes to employing people with disabilities. She also encouraged employers to support HIV and Aids in the workplace.    


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