Employment Equity Committee Structure

We are heading into the Second Quarter of our Employment Equity Cycle, which is the perfect time to ensure that your Company’s EE Committee is structured correctly.

 

An Employment Equity Committee is about representation and ensuring that no ethnic or gender group is excluded. When the EE Committee is representative of all the different ethnic, gender, and occupational groups, it will ensure that each employee has a direct link to the Employment Equity Committee.

 

What does the Employment Equity Committee do?

The EE Committee is responsible for steering Employment Equity within the company, executing the plan and meeting Employment Equity Goals and Targets. Along with this duty, the committee members are available to all employees who might have concerns or issues regarding any EE-related matter. These matters include workplace bullying, harassment, ethnic and cultural differences and requirements, and workplace accommodation that ensures a productive and conducive working environment for all employees. The list is extensive, but the focus should always be on improving Employment Equity in the Workplace.

 

The Structure

So, how is the Employment Equity Committee structured? The key is to keep in mind how your organisation is represented and then nominate individuals for the following categories:

  1. Top Management
  2. Senior Management
  3. Professionally Qualified
  4. Skilled Technical
  5. Semi-Skilled
  6. Unskilled
  7. African Male and Female
  8. Coloured Male and Female
  9. Indian Male and Female
  10. White Male and Female
  11. Person Living with Disabilities
  12. Union Representation
  13. EE Manager

Only one person per category is required, and no person can be a representative for more than one category. If, for instance, your organisation does not have employees from a specific race or gender, you will automatically not have that race or gender represented on the EE Committee. The same applies to the occupational Categories. In essence, larger companies will have more extensive committees than smaller companies.

 

Now that the employment equity Committee is structured, it is crucial to have quarterly meetings each year. For each session, keeping records of the Agenda, attendance register, and meeting minutes are vital.

 

Feeling overwhelmed? Contact Adson Consulting today, and we will gladly assist with all your EE requirements.

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