Welcome to EQUITY PRO

Your online gateway to pain-free Sector Target compliance

Equity Pro is the most advanced online EE Goal Setting and Management Tool in the market with a scalable set of modules in which goal setting, management, and ownership of EE is facilitated for both single-module users and larger, multi-structured organisations.

Equity Pro empowers HR to drive users’ new EE compliance by facilitating:

  • Setting of both EAP aligned Section (20)(2A) compliant G.als, and achievable Annual Targets as provided for in the EE Regulations.
  • Appointments in line with annual EE targets.
  • The generation of evidence in support of justifiable reasonable grounds for deviations.
  • Tracking against both Annual Targets and Goals of each of the top 4 Levels, at any given time:
    • The % progress made, and to be made
    • Compliant appointments vs deviations
    • Deviations with and without evidence in support
    • Opportunities that arose since 1 September 2025.

Interested in finding out more about Equity Pro? Or requesting an Equity Pro presentation? Click Here.

 

    Equity Pro’s Key Features

    Equity Pro’s Modules

    Download Equity Pro's Differentiating Features Slideshow

    The Legal Environment

    The EE Act requires a designated employer (who employs more than 50 employees) to redress disadvantages experienced by designated groups in their employment so as to ensure their equitable representation in all occupational levels in the workplace.

    To achieve such objective, a designated employer must develop an EE Plan, including the setting of Numerical Goals (aimed at achieving equitable representation) in respect of each occupational level, and for Persons with Disabilities.

    The 2025 EE Amendment Act and 2025 EE Regulations and Sector Targets published on 15 April 2025 has changed the way designated employers need to respond to the requirements of the EE Act as amended.

    Whilst the regulations provide for the setting of achievable EE Goals factoring in sound workforce planning principles such as designated employers’ Workforce Profile, attrition, recruitment and promotional trends and the pool of suitably qualified persons, they need to comply or at least be aligned to the applicable EAP and/or their Sector’s Sector Targets.

    Designated employers are further now required to identify and target underrepresented groups in the applicable Occupational Level every time an appointment needs to be made with reference to its Workforce Profile at the time, and its EE Goals, and apply due diligence in trying to find suitably qualified candidates from such groups when making appointments.

    Designated employers can only deviate from appointing candidates from underrepresented groups if they can show that no candidates from such groups with the required qualifications, skills or experience could be found after applying due diligence in trying to find such candidates.

    Failure to so comply risks the loss of compliance certificates, government business, B-BBEE points, and fines of up to 2% of turnover.