BASIC GUIDE TO AFFIRMATIVE ACTION ( AA )

Application

• National Defence Force;

• National Intelligence Agency; and

• South African Secret Service.

The provisions for affirmative action apply to –

• employers with 50 or  more workers, or whose annual income is more than the amount specified in Schedule 4 of the Act;

• municipalities;

• organs of State;

• employers ordered to comply by a bargaining council agreement;

• any employers who volunteer to comply.

See  >>  Employment Equity Act .  Applies to all employers and workers and protects workers and job seekers from unfair discrimination, and also provides a framework for implementing affirmative action

Affirmative Action Measures

Based on Legislation in  >>  Section 15, of the Employment Equity Act

Why is Affirmative Action Necessary?

Based on legislation in  >>  Section 15, of the Employment Equity Act

What Measures Must Employers Take?

• find and remove things that badly affect designated groups;

• support diversity through equal dignity and respect to all people;

• make changes to ensure designated groups have equal chances;

• ensure equal representation of designated groups in all job categories and levels in the workplace; and

• retain and develop designated groups.

Based on Legislation in  >>  Section 15 of the Employment Equity Act

Discussing Affirmative Action with Workers

Based on Legislation in  >>  Section 16, of the Employment Equity Act

Who Should Employers Talk To?

• all job categories and levels;

• designated groups (black people, women and people with disabilities); and

• workers who are not from designated groups.
   

Based on legislation in  >>  Section 16, of the Employment Equity Act

What Should Employers Discuss With Workers?

• studies;

• plans; and

• reports.

The information provided herein is based on documents found on the Department of Labour's website

For employers:

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