The Employment Equity Act 55 of 1998 states that an Employment Equity Committee should be diverse, representing all races, genders and occupational levels in the company. The committee’s purpose is to ensure that all employees are treated fairly, that the plans make business sense and can be achieved and that sufficient consultation takes place with a holistic view from representatives of all employees in the company quarterly.
For the above to be possible, all committee members will represent the organisation’s employees to the best of their abilities in the interest of Employment Equity and act as a representative channel. Committee members will be required to provide input regarding the implementation of the Employment Equity Plan, analysis, reports, training and development, practices and policies regarding appointments and promotions, and identify Employment Equity and Affirmative action concerns by reviewing current company policies and procedures.
Cultural and organisational change should be motivated by committee members, and any charges of discrimination and/or harassment should be investigated and reported to the rest of the committee for recommendations.
It is essential for Employment Equity committee members to provide the Employment Equity manager with progress reports and to act as advisors to ensure the effective implementation of the Employment Equity Plan and the strategic company objectives.
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