The EE Act and Codes of Good Practices are silent regarding how an employer should go about its Section 19 (1) Barriers Analysis. This very often results in Designated Employers being found to be non-compliant with regard to the conducting of their Barriers Analyses when under D-G Review.
This webinar fills this gap and not only ensures that you are fully compliant in the conducting of your section 19 Analyses, but also that shares Best EE Practice with regard thereto.
| Preparing for your next EE Plan: How to conduct a compliant Barriers Analysis |
| 8.30 – 9.00 |
Preparation: Familiarisation with Zoom, going through programme and preparing list of Barriers Analysis Challenges and Course Expectations |
| 9.00 – 10.30 |
- Welcome and introduction
- Participants’ Barriers Analysis challenges and expectations
- Aspects of the EE Act as amended relevant to Barriers Analysis:
- Definitions as amended
- Affirmative Action and its purpose
- The duties of the employer:
- Consultation
- The requirements of the Section 19 barriers Analysis
- Code of Good Practice on the Preparation, Implementation, and Monitoring of Employment Equity Plans and the Categories required to be analysed
- Code of Good Practice on the Integration of Employment Equity into Human Resource Policies and Practices and Aspects required to be analysed therein
- Categories listed in EEA2, EEA12 and EEA13
|
| 10.30 – 10.35 |
Tea/coffee fetching/body break |
10.35 – 12.30 |
- Understanding what an employer needs to do in practice to comply
- Barrier Analysis
- Rationale and assumptions of EE Act’s requirement
- What the EE Act requires to be analysed
- Identifying Barriers in Policies, Procedures, and Practices
- Understanding
- What needs to be analysed?
- Who should be involved?
- The process that needs to be followed
- What constitutes barriers in Policies and Procedures?
- What needs to be analysed in identifying barriers in Practices?
- Methodology to be applied in identifying barriers
- Practical exercise to improve understanding of what to look for when identifying barriers in Policies, Procedures and Practices
- What the barriers analysis outcomes should like (sample material)
- Identifying Barriers in Working Environment (inclusive of Corporate Culture and Diversity Inclusion)
- Understanding
- What needs to be analysed?
- Who should be involved?
- The process that needs to be followed
- What constitutes a barrier in the Working Environment?
- Methodology to be applied
- Practical exercise to improve understanding of what to look for when identifying barriers in the Working Environment
- What the barriers analysis outcomes should like (samples)
- Verification of barriers identified
- Record keeping for DoL visits or reviews
- What DoL Inspectors will be looking out for
|
| 12.30 |
Closure |
