Welcome to EQUITY PRO
The most advanced online Employment Equity Goal Setting and Monitoring Tool in the market
The new EE Regulations require your company to set achievable EE goals, taking into account your Sector’s Sector Targets and the EAP.
Equity Pro facilitates the:
- Setting of achievable EE Goals as provided for in the new EE Regulations taking into account your Sector’s 5-Year Sector Targets and the EAP.
- Completion of EEA12, EEA13, EEA2 and EEA4 forms and reports.
- Identification and targeting of underrepresented groups in all Occupational Level to be targeted for appointment in ‘real time’ each time an appointment needs to be made according to their EE Goals.
- The following of customisable procedures and production of evidence.
- Tracking of appointments made pursuant thereto, and progress in achieving their EE Goals.
Equity Pro provides companies with a scalable set of modules for both single-module users and larger, multi-structured organisations, facilitating top-down, bottom-up goal setting and ownership to plan and manage the entire EE Goals process.
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.